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Casual Articles - Does Your Sales Training Program Address Your Sales Performance Issues? Part 1
There’s a group in every office. They hit the nearby watering hole for happy hour once or twice a week after work to vent shared frustrations, talk about the boss behind his back, maybe even plot future career moves. Thumbing your nose at this carousing crew? Think twice, turning down an invite to grab a post-shift drink might be hazardous to your financial future.A recent study published by The Journal of Labor Research shows that drinkers earn 10 to 14 percent more than those who avoid the bottle altogether. The reason? The study contends it’s something called social capital. That is, the more you’re out enjoying a drink, the more people you meet. The more people you meet, the more doors that are opened for you professionally. And as is the general rule in the business world—it’s not what you know, it’s wh
The human brain is an amazing instrument. It is great at filtering out what it perceives as irrelevant. This is why a person who lives near a railway isn’t aware of the passing train. It is also why people don’t take notice of most of the advertisements they encounter.You need to design your ads to get noticed. You want them to be read. To do this you want the consumer to perceive the ad as relevant to them. You can achieve this by using the copywriting principle referred to as AIDA - Attention, Interest, Desire and Action.Whether you are writing an advertisement for a brochure, your local newspaper, a direct mail flyer or even your website, the method is the same. Although it can be a challenge, it is important to follow the AIDA principle even for a miniscule ad, such as Google Adwords. You may not
But when I ask Sales executives and Sales trainers how their current sales training program is aligned with their sales performance issues I get the look of “No speak English’.
Let’s first categorize ‘Sales performance issues’. There are (4) distinct sales performance silos that will effect the overall outcome of any sales team, year in and year out. They are:
• % of Sales reps to Quota
• Average New-hire Ramp-to-Quota in months
• Sales Employee Turnover rate
• Time spent versus Result achieved
This is a good place to start in determining what sales skill training to implement to achieve a measurable return on investment. But here’s what will set you apart when you walk the request up to the front office. Start out with the NUMBERS. That’s right. Take
"Culture is a like dropping an Alka-seltzer into a glass – you don’t see it, but somehow it does something," Hans Magnus Enzensberger.Culture affects everything we do. This applies to all areas of human life from personal relationships to conducting business abroad. When interacting within our native cultures, culture acts as a framework of understanding. However, when interacting with different cultures this framework no longer applies due to cross cultural differences.Cross cultural communication aims to help minimise the negative impact of cross cultural differences through building common frameworks for people of different cultures to interact within. In business, cross cultural solutions are applied in areas such as HR, team building, foreign trade, negotiations and website design.Cross c
But when I ask Sales executives and Sales trainers how their current sales training program is aligned with their sales performance issues I get the look of “No speak English’.
Let’s first categorize ‘Sales performance issues’. There are (4) distinct sales performance silos that will effect the overall outcome of any sales team, year in and year out. They are:
• % of Sales reps to Quota
• Average New-hire Ramp-to-Quota in months
• Sales Employee Turnover rate
• Time spent versus Result achieved
This is a good place to start in determining what sales skill training to implement to achieve a measurable return on investment. But here’s what will set you apart when you walk the request up to the front office. Start out with the NUMBERS. That’s right. Take
A good online sales profiling tool will actually provide you with a recommendation as to whether or not you should or should not hire a particular candidate and how well they are aligned with the requirements of a specific job.Often times the most troubling aspect of a search is being hot on a candidate and believing he or she is a good fit for a specific job assignment, only to have those hopes dashed by a non-hire recommendation coming back from your profiling tool. In those circumstances what do you do? Well, the real issue is that such a tool should not be used as the only set of information on which to base a hire/no hire decision. When we get back a no hire recommendation from our sales profiling tool, often times we still may make an offer to the candidate, but we’ll do so after following up with t
Let’s first categorize ‘Sales performance issues’. There are (4) distinct sales performance silos that will effect the overall outcome of any sales team, year in and year out. They are:
• % of Sales reps to Quota
• Average New-hire Ramp-to-Quota in months
• Sales Employee Turnover rate
• Time spent versus Result achieved
This is a good place to start in determining what sales skill training to implement to achieve a measurable return on investment. But here’s what will set you apart when you walk the request up to the front office. Start out with the NUMBERS. That’s right. Take
Many business management professionals agree that for profit businesses and capitalism is more efficient and will get the job done faster and better than a non-profit organization. In hind sight of many a task folks have noted that if a business were to have been put in charge then this would never have happened.Indeed my good friend was the American Cancer Society, Head for Los Angeles (10-years until she resigned) only second to donations, gifts and collections to NYC American Cancer Society. After she took early retirement, for the exact same reasoning as stated, it is so interesting listen to the inefficiencies of over all donations and big events to the amount of money actually realized. Most would agree that there are numerous examples of this.In fact both Bill and Melinda discussed this at the
• Average New-hire Ramp-to-Quota in months
• Sales Employee Turnover rate
• Time spent versus Result achieved
This is a good place to start in determining what sales skill training to implement to achieve a measurable return on investment. But here’s what will set you apart when you walk the request up to the front office. Start out with the NUMBERS. That’s right. Take
Wanna sell a car to a man? Try getting through to him via his wife!This is the general theme of Rick Spence's idea for off-target marketing. If you're a salesperson, don't aim for the target; aim beside the target.Rick Spence is a writer for Profit Magazine and in his latest article he describes an idea for B2B selling wherein you don't cold call your prospect. Rather, you use Seth Godin's mantra of permission marketing and take it to a different level.Corporate executive decision makers don't want to be bothered by cold callers. So, Rick's strategy is to get prospects to agree to meet with you by first being referred to them by, for example, the prospect's secretary. Cold calling an executive is difficult because you need to go through the various gatekeepers and their guards are consta
Let’s look at a real sales performance issue example of ‘Average New-hire Ramp-to-Quota’. I recently conducted a ‘Sales Performance Improvement Blueprint’ web-cast for this sales organization. The company was hiring 155 sales reps per year. The ultimate objective of any new-hire sales training program is to ramp the new sales rep to Quota. Simply, give them everything they need to effectively reach their monthly sales goal.
So how was this company doing? They were obtaining this ultimate sales training program objective in 7 months. So how does one determine if that training outcome is a ‘Sales Performance Issue’? Let’s take a look.
Step 1: ‘Run the Numbers’ for any realistic ROI opportunity
• Each new-hire rep had an ultimate q
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