Archive for category Selling Techniques
1. Allow your prospects and clients to discover their real issue.
- If they could bring you the problem, they wouldn’t have a problem. Identifying the real problem is the value a sales professional brings to the table for the prospect.
- Never answer a question right away, always answer a question with a question to get to the real pain that the prospect is going through.
- Don’t assume. Be skeptical and curious, ask yourself, what’s really going on here???
2. Understand the hard evidence, the real impact, the comprehensive situation, and true limitations involved for your prospect.
- Get to the heart of the matter by asking effective questions.
- Understand the scale of the situation and real consequences involved.
- Understand the situation from multiple stakeholders point of view.
- Find out what’s stopped them from resolving this before now (constraints).
3. Deal with wishy washy concerns or comments
- If you hear something that doesn’t make sense, say so in a nurturing manner.
- Stay focused on helping the prospect understand the true nature, scale, and severity of the situation, help them make a good decision.
- Help the prospect understand that indecision is not the only option.
4. Present your solution within the context of their situation
- Don’t present a solution until you come to an agreement on what the problem is.
- Ask what a good resolution for them would be – from their perspective.
- If your solution is not an exact fit, offer it as a different take on the problem.
5. Grow the results.
- Deliver big, then ask for a referral, not the other way around.
- Seek feedback, from all parties involved, win or loss.
- Always seek a yes or no, do not accept maybe’s unless there is a understood path to a decision.
How do you find, recruit, and hire proven, experienced sales professionals and set them up to win? Most sales managers I’ve spoken with over the past 20 years have the problem of searching, interviewing, and finally hiring a superstar performer only to have that individual produce lackluster results and leave the company within 1 to 3 years.
The truth is, the best sales professionals must be the best at what they do, and it’s in their nature to win. So if they are not winning, if they are struggling to grow in your company’s environment, they will normally pull their roots and move to a more fertile environment.
So how do successful CEO’s and sales managers do it? What do successful hiring managers do that others don’t?
One answer I’ve witnessed and heard over-and-over again is this; they provide their new sales pro’s the opportunity for some “Quick Wins!”
“Quick” may be within the first couple weeks or months depending on your business. But there is a critical need to support new sales professionals on your team by helping them, even “shoe-horning” them into a deal as quickly as possible. Here are a few reasons why quick wins are critical;
- Early success will flush out any doubts of the hires potential and commitment to you and your company.
- Builds and assures team integration and camaraderie. Individuals are more committed to a group of friends.
- Solidifies the support of the new hires spouse and family members.
- Puts some money in their pocket and may create the “golden handcuff” effect. It’s tough to leave a good situation. And, it’s easier to commit to a career and financial objective that feels within reach.
- And, the full sales-cycle experience, turning a prospect into a client, is the best way to understand the ins and outs of your business and what it takes to succeed. Their new perspective will be beneficial to the company.
So how do successful sales managers help create quick wins for their new sales hires?
Beyond the obvious HR set-up and basic product or service training, the most powerful method I’ve experienced as a sales manager, as a CEO, and as an Executive Search Consultant is by employing sales coaching and lead generation support for the newly hired individual during the first few weeks or months on the job. Specifically, this lead generation partnership allows the new hire to leverage expertise in building, or fine-tuning the contact database, creating strategic account plans, making referral calls and cold calls to build a lead nurturing program as well as set-up initial appointments within the first few weeks on the job.
This strategy works well for highly paid, experienced sales hires versus more junior sales hires since the more experienced hire can quickly ramp-up to handle the selling situation they are thrown into. The experienced sales hire understands the buyer-seller relationship, how to qualify, find the prospects pain, qualify the budget and decision process, and present your solution. If they are asked to work a pipeline of qualified buyers, they get excited and jump in with the tools necessary to win.
One of the toughest challenges in business is finding and hiring a star performer in the first place. And the reason is that most top sales performers are making money, on track, and admired by their colleagues. So why do they jump ship for a new company? Most of the time it’s due to the promise of a substantial long-term career growth opportunity and a short-term bridge to success. Establishing a sales coach and lead generation consultant to support that short-term success is a proven way to convince a star performer to join your firm and commit to the organizations success.
Who knew that two simple words could change one’s mindset, perspective and approach to work and life?
Just two words have the potential to enhance joy, productivity, performance and change a complaining voice to an appreciative heart.
So often we say things like, “I have to take the kids to practice.” “I have to go to this meeting.” “I have to finish this project.” “I have to go to work today.” “I have to take care of this customer.” “I have to share this new information with my team.” “I have to see my family this weekend.”
We act as if we don’t have a choice. As if we are imprisoned by a paycheck and the expectations of a world that forces us to do things we don’t want to do.
But in reality we do have a choice. We can choose our attitude and our actions. We can choose how we view our life and work. We can realize that every day is a gift. It’s not about what we have to do. It’s about what we get to do.
We get to live this life while so many have left this world far too early. We get to drive in traffic while so many are too sick to drive a car. We get to go to a job while so many are unemployed. We get to raise our children even if they drive us nuts at times.
We get to interact with our employees and customers and make a difference in their life. We get to use our gifts and talents to make a product or provide a service. We get to eat three meals a day while millions of people are starving.
We get to work on projects, answer phone calls, serve customers, participate in meetings, design, create, share, sell, lead and suit up every day for the game of life.
Yes there will be challenges and life isn’t easy but each day we wake up we get another opportunity to make today better than yesterday and tomorrow better than today.
We get to uplift, inspire, encourage, and impact others. We get to live this life. Let’s make the most of it by remembering that your life is a gift not an obligation.