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Casual Articles - Marketing Vs. Sales
Making Lots of Money in a Certain Way
There is a Science of Getting Rich! There's also a very powerful book that will tell you exactly how. It is VERY powerful and if you read it once, you will read it again and again. Best of all it's FREE.Wallace Wattles and this book will open your eyes and make you see things much more clearly.rketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right perso
DRIVING REVENUE!!
Marketing = SIZZLE ------ Sales = CLOSING
The misunderstanding that marketing and sales are the same causes a downward spiral of events. Sales staff and managers become frustrated, productivity drops, turnover is high, and company image suffers. This “cycle of misunderstanding” perpetuates itself over and over again resulting in lost revenue.
STOP THE CYCLE OF MISUNDERSTANDING!
HOW?
1) Understand that there is a difference between marketing and sales.
What’s The Difference?
Marketing is associated with advertising, event planning, community involvement, getting your company name “out there”, creating credibility, normally a “people pleaser” personality, with the primary focus on lead generation.
Sales is associated with knowledge and understanding of the value of a lead, understanding the “selling cycle”, a well documented sales process (and knowing how to use it), great qualifying questions, developing an atmosphere of trust with customers, listening more than talking, asking for the sale or the next step, great follow-up skills.
The actual skill sets (not personalities) for each of these areas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation.
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right person
STOP THE CYCLE OF MISUNDERSTANDING!
HOW?
1) Understand that there is a difference between marketing and sales.
What’s The Difference?
Marketing is associated with advertising, event planning, community involvement, getting your company name “out there”, creating credibility, normally a “people pleaser” personality, with the primary focus on lead generation.
Sales is associated with knowledge and understanding of the value of a lead, understanding the “selling cycle”, a well documented sales process (and knowing how to use it), great qualifying questions, developing an atmosphere of trust with customers, listening more than talking, asking for the sale or the next step, great follow-up skills.
The actual skill sets (not personalities) for each of these areas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation.
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right perso
There is a Science of Getting Rich! There's also a very powerful book that will tell you exactly how. It is VERY powerful and if you read it once, you will read it again and again. Best of all it's FREE.Wallace Wattles and this book will open your eyes and make you see things much more clearly.rketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right perso
Turn - Around Phrases That Work
Is there was one single phrase that you could use with all of your prospects that would turn them around to consider buying your product or service? There is.I learned this phrase several years ago and it became a daily staple of my search practice. The phrasing isn’t as important as much as the en
Marketing and sales co-exist and work in tandem beautifully if they are allowed to remain as separate entities coming together to achieve results:Is there was one single phrase that you could use with all of your prospects that would turn them around to consider buying your product or service? There is.I learned this phrase several years ago and it became a daily staple of my search practice. The phrasing isn’t as important as much as the en
The misunderstanding that marketing and sales are the same causes a downward spiral of events. Sales staff and managers become frustrated, productivity drops, turnover is high, and company image suffers. This “cycle of misunderstanding” perpetuates itself over and over again resulting in lost revenue.
1) Understand that there is a difference between marketing and sales.
What’s The Difference?
Marketing is associated with advertising, event planning, community involvement, getting your company name “out there”, creating credibility, normally a “people pleaser” personality, with the primary focus on lead generation.
Sales is associated with knowledge and understanding of the value of a lead, understanding the “selling cycle”, a well documented sales process (and knowing how to use it), great qualifying questions, developing an atmosphere of trust with customers, listening more than talking, asking for the sale or the next step, great follow-up skills.
The actual skill sets (not personalities) for each of these areas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation.
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right person
The Adventures of Wolley Segap-Powerless
I wasn’t facing a severe problem until the sun went down. It was nightfall and now, I was forced to light a bunch of dusty old candles and place them around the living room. The power had been out for several hours now and I was getting pretty grumpy. Besides the lack of air conditioning, I missed my tele
d company image suffers. This “cycle of misunderstanding” perpetuates itself over and over again resulting in lost revenue.I wasn’t facing a severe problem until the sun went down. It was nightfall and now, I was forced to light a bunch of dusty old candles and place them around the living room. The power had been out for several hours now and I was getting pretty grumpy. Besides the lack of air conditioning, I missed my tele
1) Understand that there is a difference between marketing and sales.
What’s The Difference?
Marketing is associated with advertising, event planning, community involvement, getting your company name “out there”, creating credibility, normally a “people pleaser” personality, with the primary focus on lead generation.
Sales is associated with knowledge and understanding of the value of a lead, understanding the “selling cycle”, a well documented sales process (and knowing how to use it), great qualifying questions, developing an atmosphere of trust with customers, listening more than talking, asking for the sale or the next step, great follow-up skills.
The actual skill sets (not personalities) for each of these areas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation.
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right perso
Resume Do Nots: Avoid Resume Mistakes To Get More Interviews
Here are some tips and considerations to avoid making resume mistakes that can cost you.1. Don’t obsess about the length of your resume, focus on the content but do keep in mind that most people will get by with a 2 page resume. A third page should really only be used when absolutely necessary.ople pleaser” personality, with the primary focus on lead generation.
Sales is associated with knowledge and understanding of the value of a lead, understanding the “selling cycle”, a well documented sales process (and knowing how to use it), great qualifying questions, developing an atmosphere of trust with customers, listening more than talking, asking for the sale or the next step, great follow-up skills.
The actual skill sets (not personalities) for each of these areas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation.
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right perso
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right perso
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right person for the right position.
Here are some tips and considerations to avoid making resume mistakes that can cost you.1. Don’t obsess about the length of your resume, focus on the content but do keep in mind that most people will get by with a 2 page resume. A third page should really only be used when absolutely necessary.
Sales is associated with knowledge and understanding of the value of a lead, understanding the “selling cycle”, a well documented sales process (and knowing how to use it), great qualifying questions, developing an atmosphere of trust with customers, listening more than talking, asking for the sale or the next step, great follow-up skills.
The actual skill sets (not personalities) for each of these areas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation.
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right perso
Data Recovery On External Hard Drives
Perhaps you are already aware of the fact that the data on your computer can be stored in many different ways, such as CD’s, removable disks or DVDs and so on. I may also agree with the fact that all machines reach a point where they crash, with or without any obvious reasons. Floods, fires or human mistak
reas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation. Perhaps you are already aware of the fact that the data on your computer can be stored in many different ways, such as CD’s, removable disks or DVDs and so on. I may also agree with the fact that all machines reach a point where they crash, with or without any obvious reasons. Floods, fires or human mistak
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right perso
Building More Ethical Organizations in the Future - Nu Leadership Series
Men cease to interest us when we find their limitations. The sin is limitations. As soon as you once come up to a man’s limitations, it is all over with him.EmersonGiven the assault on traditional values, are we headed in the right direction with ethical leaders? This is a valid
rketing being one and the same runs rampant in all industries in all staff involved in the hiring process.Men cease to interest us when we find their limitations. The sin is limitations. As soon as you once come up to a man’s limitations, it is all over with him.EmersonGiven the assault on traditional values, are we headed in the right direction with ethical leaders? This is a valid
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right person for the right position.
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