November 26th, 2008 admin
If you need sales skills and methods to grow your business then you must join Fast Track Sales Clubs. The unique blended learning provides immediate access to innovative and time tested techniques from Top Sales Expert and Business Growth Specialist, Drew Stevens.
No business grows without acquiring new customers. In fact, nothing happens to your business without a sale. Utilities do not function, employees do not get paid and you do not receive compensation without a sale!
To grow business, acquire and retain clients and gain financial prosperity requires a single focus and most important accountability. Coaches assist elite individuals uncover underutilized strengths and hide weaknesses. Coaching helps provide a single focus and work towards the tip of the arrow rather than just the target.
In addition, in a time pressured world and multi generational environment modalities of learning change. Professionals desire assistance wherever, however and whenever they need it. Using the power of technology coaching is available throughout the day!
Finally, Athletes practice, attorneys practice, students practice and musicians practice. Business professionals must practice! . Too many individuals attempt things once and quit. Whether a diet, gym membership or other life altering experience, individuals try one time and leave without moving forward. The key to self-mastery is continuing. You must practice everyday. Just like you body is an investment, so is your mind!
Join our Fast Track Selling Club and watch your business dramatically accelerate!
For additional information click here…
Posted in Business Communication, Communication Training, Customer Relationship, Customer Relationship Management, Customer Service Training, Drew Stevens, Drew Stevens PhD, Management, Positive Selling, Public Speaker, Public Speaking Skills, Sales Management Training, Sales Training, Sales marketing, Selling in a Bad Economy, Strategic Selling, Tips and Techniques, Training, account management, brand recognition, branding, business building, business development, business selling, cold calling, customer service, customer service consulting, customer service ideas, customer service seminars, customer service skills, effectiveness, efficiency, great customer service, lead generation, lead inquiry, lead management, life balance, make money, marketing, marketing help, marketing techniques, marketing tips, marketing tools, productivity, productivity techniques, sales coaching, sales effectiveness, sales help, sales manager training, sales selling, sales skills, sales strategist, sales strategy, sales success, sales techniques, sales trends, self development, self doubt, self help, self mastery, selling, selling effectiveness, selling skills, selling skills sales seminars, selling strategies, selling strategy, selling techniques, selling tips, small business, small business success, small business techniques, tips on marketings | No Comments »
November 11th, 2008 admin
Dress codes in the United States historically morph from decade to decade. The majority of thought suggests that business professionals must dress professionally, Male dress code denotes a suit, perhaps with tie and for ladies perhaps a dress, business suit, skirt or other business apparel. However, if one meanders down Broadway in Manhattan, Market Street in St. Louis or the Miracle Mile in Chicago, over the last 10 years business patterns changed.
In the last 10 to 15 years, an emergence of business casual attire has adopted from the East Coast to the West. It is common for professionals to wear jeans, T –Shirts and sneakers or boots to the office. While I enjoy fashion trends, one worth terminating is business casual.
Casual dress inspires casual conversations and behavior. In the 10 to 15 years, it has become noticeable for productivity to decrease at work. There exists a potpourri of information on productivity in the workplace and many point to dress code. Casual dress simply promotes apathetic behavior.
Second, numerous business professionals engage with client’s daily. Clients desire to conduct business with those they trust and exemplify expertise. If there were a need to visit a cardiologist or an investment banker, what might be your feelings if they greeted you in blue jeans and a polo shirt? Would you prefer someone that dresses the part?
A diminishing trend seems to exist. In the last two to three years, I am noticing more men and women wearing business suits. Airports that once greeted polo shirt and khaki passengers are filling with grey and blue pinstripes, leather soles, and pumps. If you want to look the part, you must be the part. Invest in your business, in your profession and in your closet. Resist the population and settle for professionalism. Seek out clothing that embodies your professional image; purchase a nice briefcase, pad folio, and pen. In addition, watch accessories that dampen your appearance such as watches, rings, and bracelets. Dress for success and watch your image flourish.
© 2008. Drew J. Stevens. All rights reserved.
Posted in Business Communication, Communication Training, Customer Relationship, Drew Stevens, Drew Stevens PhD, Employee Performance, Expertise, Sales Management Training, Sales Training, Sales marketing, business building, business development, business selling, customer service, customer service consulting, customer service ideas, effective leadership, effectiveness, efficiency, improve customer service, sales help, sales selling, sales skills, sales success, sales techniques, self development | No Comments »
November 10th, 2008 admin
One of the most provocative topics in present business is leadership. Managing, motivating and directing organizations is challenging, however, guiding personnel is more challenging. Recent research abounds on helping leaders motivate and improve morale, and most solutions fail.
While the available research is useful, it encapsulates issues denoting immediate change. The primary challenges are that in order to change results, beliefs must change, and further change can result from an event such as training or a workshop. Organizations, employees, and notably behavior will not change with one program. Changing beliefs requires a process. This helps stimulate attitudes and beliefs. When organizations develop a process methodology, silos decrease, productivity increases, and morale improves.
During our 15 years of research with hundreds of small and multinational organizations and business leaders, we find a lack of process. We believe that business functions similar to athletics; they both require commitment, energy, and practice. Leaders must take new processes, allocate accountability and time, and apply process principles. We developed PRACTICE to assist leadership deployment.
P – Personnel Comes First
The vital asset of any organization is an employee. Internal stakeholders are the nucleus of organizational function and production. Loyal core provides results and profits. Leaders must acquire, develop, and communicate to the core. Organizational culture exemplifies employee assets. Personnel retention and morale are higher when culture focuses on employees. Loyal employees like loyal clients assist in profitability.
R – Relationships with key Stakeholders
A study by the Corporate Leadership Council reveals the tremendous impact managers have on an employee’s level of commitment. It is imperative to note that individuals do not leave companies - they leave poor managers. Failure to build inter-office and departmental relationships contributes to negative morale. Research shows that taking time to build relationships with employees through personal interaction is a key step for high morale. Employees need to feel trust and respect.
A - Attentiveness to Strategy
Many leaders pay many large consulting firms, exorbitant fees for strategy. The only problem, the research remains in an office bin or shelf. The problem with strategy is two-fold, 1) executives that do not understand or believe it and 2) a failure to communicate the strategy to all organizational stakeholders. Strategy cannot sit on a shelf. Similar to blood through veins, strategy must produce within all functional levels. Failure to communicate speed, direction, and fuel consumption eventually leads to a tragic crash or a lost vehicle.
C – Communication Essentials
Research into leadership illustrates an interesting correlation with famous and egregious leaders. Ironically, both groups exemplify superfluous oratory. Leaders understand the need to communicate. Announcements good or bad provide feedback required by employees to understand purpose and direction. A failure to communicate is a failure to lead.
T – Talent Acquisition
1. Start with the right people. No firm we work with ever hires on a proactive basis. Most firms conduct employment searches reactively. Seek employees that fit with the organizational culture and with the obligatory skills. Never wait!
2. Hire for skill – Talent is innate. Organizations hire for personality and behavior first and skill second. Skill is not interchangeable, behavior is. A great hire might have a wonderful temperament and lack the skill to plug a socket into an outlet. I recall a five star hotel that hired another level of housekeeping to repair floors. Hire the right people for the right job and lower costs.
3. Look at best practices from best people – Management focuses on “fixing those that cannot” rather than “improving those that can”. Icons of performance exist in your organization. Discover what they do right and encourage others to emulate it.
4. Passion – In the 1980’s Sylvester Stallone appeared again as Rocky this time with a theme, “Eye of the Tiger”. What a great metaphor for valuable talent. Seek to acquire talent that truly loves work.
I – Investments in Assets
Investment in the number one asset- people is vital. Never terminate training when results lower, rather increase them. The time for improvement is when things need improvement not when they are working well.
C – Cultural Strategies
Leaders develop the culture and those that do, have skin in the game. Apple UPS, Southwest, and many others illustrate an uncompromising need to serve clients and treat employees well. Develop cultures that strive for greatness not adversity.
E – Evolving with the Enigma
Organizations are enigmas just when you gain a resolution they change. Organizations must be open to and flexible with change. However, doing so requires critical, consistent, and collaborative analysis. Obtain a team that provides honest feedback, timeliness, and insight.
Similar to the athlete striving for perfection, leaders too must practice to alleviate imperfections. The best leaders constantly evaluate, seek success, and adopt new methods of improvement.
© 2008. Drew J. Stevens. All rights reserved.
Posted in Drew Stevens, Drew Stevens PhD, Employee Performance, Expertise, Human Resource Management, Leadership, Leadership Training, charismatic leadership, define leadership, effective leadership, effectiveness, executive leadership, good leadership skills, leadership coaching, leadership defined, leadership effectiveness, leadership qualities, leadership skills, leadership style, leadership theories, productivity, productivity techniques | No Comments »
October 3rd, 2008 admin
The economy has taken a dramatic turn for the worst and people are scrambling for numerous reasons. One of the most daunting is the number of individuals being terminated. Unemployment is up and this is not time for that faint of heart.
Terminated 3 times in a six-month period is how to begin a consulting organization, I can attest to the stress. After all, I am an OPP – Out placed Professional. Ironically, it was not long before I began a new career, discovered a new attitude, and controlled by destiny. The key to your success is to use existing selling skills.
1. By natural tendency, selling professionals are inquisitive individuals. The best professionals are detectives and consistently seek new methods for success. Out placed individuals must emulate selling professionals. The best people continually read the press, and research organizations that might need new talent.
2. Selling professionals create communities. Job seeking individuals must tap into existing networks to provide the leads for new opportunities.
3. Conducting searches requires competitive intelligence. The newfound time requires a makeover of your resume to decipher the differentiation you bring to a new opportunity. Draft your resume as a proposal, thinking about outcome and value not about you!
4. Selling professionals never stop asking provocative questions. Job seekers must too. Draft a series of questions that provide insight into opportunities and to the three F’s- Fit, Finances, and Find. Develop questions that provide methods to seek new organizations.
5. Selling professionals know how to close. Job seekers must use closing techniques that advance the search. If you desire employment, you must ask for it. It is imperative to follow up.
6. Job seekers must have a competitive spirit. I recall a young woman I interviewed. She arrived with three manila folders, one for her resume, one with historical information on the company and its products and one on the competition. I hired her on the spot. She was prepared, enthusiastic, and ready for success. When arriving for the interview ensures success, knowing something about the organization you seek employment.
Present employment seekers must be aggressive. The competition is fierce, the opportunities small and the differentiation about equal. Attempt your best efforts using the success stemming from successful selling professionals.
2008. Drew J. Stevens. All rights reserved.
Posted in Drew Stevens, Drew Stevens PhD, Employee Performance, Human Resource Management, Sales Management Training, Sales Training, account management, business selling, effectiveness, efficiency, sales and marketing, sales coaching, sales effectiveness, sales help, sales manager training, sales skills, sales strategist, sales strategy, sales success, sales techniques, sales trends, self development, self help, self mastery, selling, selling effectiveness | No Comments »
October 1st, 2008 admin
Upon completing a recent article, I am perplexed. I advocate much like Peter Drucker that the reason to be in business is to create customers. The article I am referring, “How CEOs Should Work with Customers” appears to suggest that CEO’s do not have the time to spend with customers due to a myriad of other items on their agenda. I concur they are busy, we are all busy, however, if executives lose focus from the most vital asset of any organization then it questions strategy.
With recent economic volatility and exasperating increases in customer pay, it is imperative to note that perhaps the eye has gotten off the ball. Organizations today must practice and exemplify customer orientation. It is the customer that pays the utility bill and the customer that supplies salaries. That said why is the client not the focus of all activity within organizations.
Organizations today must conduct themselves thus:
1. Refrain from the mission statement foolishness. Stop paying lip service to customer experience and live it. Mission statements are as useful as the paper scribed if they are not abided. Decrease the chasm but developing a customer service culture.
2. Time. Executives and all staff must spend time with clients. There is no metric establishes percentages, however it is useful to spend time and as much as possible with clients. Customers require vendors they can trust and respect. The relationship grows when customers know you.
3. Talent. Executives must begin to hire talent and create customer services exemplars. Organizations such as Southwest Airlines and Apple exist for one thing- the customer. All talent work synergistically to provide a proper customer experience.
4. Focus groups. Many companies utilize these effective feedback loops and others not. One cannot build product without client involvement. Apple’s success in both the iPhone and iPod stems from insightful feedback.
5. CBWA. Customers by Walking Around. A tremendous concept exemplified in the early 1980’s and since forgotten. Executives gain insightful intelligence by meeting with differing clients, with a variety of needs to decide future products, development and marketing strategies.
6. Communicate. Avatars of successful customer service consistently strive to communicate messages. The proliferation of the Internet and other technologies facilitates communication customers welcome the competitive intelligence.
Customers are assets and require that treatment. Giving them time, understanding their needs and listening to concerns are methods all executives must use to remain competitive.
2008 Drew J. Stevens Ph.D. All rights reserved.
Posted in CEO challenges, Communication Training, Customer Relationship, Customer Relationship Management, Customer Service Training, Drew Stevens, Drew Stevens PhD, business selling, cusotmer service training, customer loyalty, customer retention, customer service, customer service consulting, customer service ideas, customer service seminars, customer service skills, effectiveness, good customer service, great customer service, improve customer service, marketing, marketing help, organizational success, organizational techniques, organizational tips, productivity techniques, sales and marketing, sales effectiveness | No Comments »
September 26th, 2008 admin
Emerson states, “Nothing great was ever achieved without enthusiasm”. A majority of the issues related to worker productivity stem from enthusiasm or the lack thereof. Individuals simply go to work despite their abhorrence of their employer, the monotony, and the products. There is no passion or pride.
Much of this issue stems from practices embedded within an organizational culture affecting morale and productivity. These include:
• Leadership not serving as exemplars – some leaders today are narcissists, demeaning and ruthless. More importantly, leaders’ salaries can exceed employee pay by 425 times the average worker. Leaders need to act in harmony with employees and enure equal treatment of all. Cultures where this practice occurs frequently include McDonalds, Fed Ex and UPS where employees and management are one.
• Little or no accountability - The United States economic system is currently in financial turmoil and no one is accountable. Employees need to know that mistakes may count for learning but criminals are punished for repeat offenses.
• Career planning and succession planning is null – simply put there is no succession planning. Most CEOs and senior managers join an organization from competitive industries and companies. Whatever happened to the mailroom climb?
• Too many silos and departmental infighting – Companies are in business for one reason- to create clients. End the infighting and focus on the most vital asset!When the fighting ends (and everybody understands their reason for being employed) perhaps harmony arrives.
Causes of low morale correlate to the organization, its culture, and its management. After 25 years of research in this area, we find five factors contributing to organizational morale. A study by the Corporate Leadership Council revealsthe tremendous impact managers have on an employee’s level of commitment. It is imperative to note that individuals do not leave companies - they leave poor managers. Organizational mis-management contributes to negative morale. As recent as 2006 the Gallup Organization estimated there were 32 million actively disengaged employees costing the American economy up to $350 billion per year in lost productivity. Such loss includes absenteeism, tardiness, and poor work.
To dilute the productivity impact, research shows that taking time to build relationships with employees through personal interaction, is a key step managers can take to keep morale high. Employees need to feel trust and respect from their managers. Employees desire feedback from management to understand their work matters.
Ending the morale issue is not easy but there are cures.
1. Begin with talent acquisition – Start with the right people. No firm we work with ever hires on a proactive basis. Most firms conduct employment searches reactively. Seek employees that fit with the organizational culture and with the obligatory skills. Never wait!
2. Hire for skill – Talent is innate. Organizations hire for personality and behavior first and skill second. Skill is not interchangeable, behavior is. A great hire might have a wonderful temperament and lack the skill to plug a socket into an outlet. I recall a five star hotel that sought advice to correct housekeeping flaws. After five minutes, it was easy enough to terminate staff and find those without flaws.
3. Look at best practices from best people – Management focuses on “fixing those that cannot” rather than “improving those that can”. Icons of performance exist in your organization. Discover what they do right and encourage others to emulate it.
4. Passion – In the 1980’s Sylvester Stallone appeared again as Rocky this time with a theme, “Eye of the Tiger”. What a great metaphor for valuable talent. Seek to acquire talent that truly loves work. Passion too is innate. Employees must love what they do and how they do it. When passion is high so too is morale.
5. Focus on the Customer - Managers, the organization, and the employees must vehemently focus on the customer. Remember Winnie the Pooh, try finding Eeyore amongst staff at Disney; Southwest Airlines and FedEx, all intensely focus on servicing the client.
Lastly, managers must constantly strive to provide feedback to employees. Feedback is not an annual performance review event. It is imperative that daily communication exists for good information and improvement. Coaching, counseling, and mentoring are components of organizational morale. In addition, many attend church and hear the words, “It is right to give thanks and praise”. Many watch professional sports and view coaches coddling athletes. We can learn something here; simple words of thanks and praise constantly improve morale and employee relationships.
Finally, the first item terminated during economic volatility is training. Research finds that employees are assets and require that treatment. Never stop training; this improves productivity and morale at all times.
Issues of low morale and productivity are onerous, volatile, and difficult to control. There is a need for management, the organization, and the individual to assist with success factors. Much is dependent on the desire to change; methods chosen and consistent follow through. However, if you do nothing you still have a morale issue. Take the time, seek remedies, and keep morale high. Doing so, lowers attrition, improves productivity, increases profitability and most importantly- reduces stress.
© 2008. Drew J. Stevens Ph.D. All rights reserved.
Posted in Drew Stevens, Drew Stevens PhD, Employee Performance, Entreprenuership, Human Resource Management, Leadership, Leadership Training, Management, Management Training, business development, business selling, effectiveness, efficiency, life balance, motivation, negativity | No Comments »
September 25th, 2008 admin
And the Contract Goes to…
For over 27 years, I have been involved in the world of selling. For me nothing emotes more passion and energy and requires more thinking. Interestingly, I am a commercial actor and realize that selling and acting have many similarities. One of my acting books Audition by Michael Shurtleff talks of guide posts for actors. To help you with similarities I provide guidepost for selling.
Guidepost 1 RELATIONSHIPS – The first step toward selling.
Relationships are the heart of every selling transaction. In fact, research indicates that relationships influence 65 percent of every transaction. Consumer’s purchase from those they know and respect.
Guidepost 2 CONFLICT – What do you want?
Conflict is apparent in every acting scene as actors search for the issues that must be resolved. Interesting, so must selling professionals. Consumers have issues and they must spontaneously be resolved. Selling professionals must understand the conflict and what they must do to amend it.
Guidepost 3 – THE MOMENT BEFORE
Actors must understand the issues of a scene to integrate conflict and relationships. Selling professionals must identify with prospect’s issues. It is imperative that selling professionals prepare for every call. Professionals must understand the customer, the competition, and the industry- the proper competitive analysis provides the sample of prospective client issues. When selling professionals understand the foundational issues, they can identify conflict and build better relationships.
Guidepost 4 – HUMOR – Jokes are not the answer
There is too much cynicism and humor in business meetings. Be succinct and get to the heart of issues. Humor is meant for special times not often.
Guidepost 5 – OPPOSITES – What is the motivation?
Whatever you decide is your motivation for the actor is fine. The same holds true in selling. Understand what you motivation is but also that of the client. Be open to opposites and additional conflict. Always keep motivation of your client top of mind.
Guidepost 6 – DISCOVERIES – The Learning Channel
Provocative questions and proper listening lead to discoveries. Similar to the actor that makes discoveries as they build upon relationships in each scene, the selling professional too makes frequent discovery. Always be ready to ask questions, never illustrate surprise and understand when you believe you are complete there might still exist new information.
Guidepost 7 – THE COMMUNICAITON CYCLE
Communication is imperative for every actor and selling professional. Both verbal and non- verbal skills are communication. Ensure success by emulating style, being open and articulate, asking good questions, and seeking information. Both situations include senders and receivers and each requires understanding for success.
Guidepost 8 – IMPORTANCE – Locating The Dramatic Core
Selling professionals must discover the core issues, periods, and decision makers. The core of selling is taking the risks needed and asking the difficult questions to gain the core. Similar to fitness today that uses CORE to reach individual goals, selling professionals too require core for compensatory success.
Guidepost 9 – FIND THE EVENTS – A series of things?
Selling situations progress from a series of events. Selling is a mosaic that requires several events to formulate the picture. Seek first to understand. Do not rush; ensure that each transaction is a part of the completed result.
Guidepost 10 – PLACE – Remember Ghandi
A wonderful quotation from Mahatma Gandhi depicts this guidepost, “Be the change you want to see”. Visualize your success, your conversations, and the occurrences with prospect. Visualization places you in the moment so that you eliminate surprises and ensure preparation. Be in the moment!
Guidepost 11 – GAME PLAYING AND ROLE PLAYING – Play for purpose
Knowing the game and role you, play helps you immeasurably to provoke conflict. Continue to remain in the moment. Know your role and how you create the events that shape closing the sale.
Guidepost 12 – MYSTERY AND SECRET – Surprise, Surprise
Ask questions first to keep the client guessing. You need not offer full disclosure unless you too have useful information. The best selling professionals seek first to understand then to be understood.
Each selling situation is similar to an acting scene. Each as an antagonist and protagonist. Each has its conflicts and its desire for resolution. In addition, each requires some facade to emote decision and action. As William Shakespeare once penned, ““Sweet are the uses of adversity”, conflict is the creation of the sales scene. Remember the conflict, build the relationship, develop trust, formulate emotion, and then close the business.
The End.
Posted in Business Communication, Drew Stevens, Drew Stevens PhD, Expertise, Marketing Non Profit Organizations, Sales Management Training, Sales Training, Sales marketing, business building, business development, business selling, effectiveness, efficiency, marketing, marketing help, motivation, sales and marketing, sales coaching, sales effectiveness, sales help, sales manager training, sales selling, sales skills, sales strategist, sales strategy, sales success, sales techniques, sales trends, self development, selling effectiveness, selling skills, selling skills sales seminars, selling strategies, selling strategy, selling techniques, selling tips, small business techniques | No Comments »
September 19th, 2008 admin
For one salesman, two lost jobs opened the door to a new career.
Drew Stevens, 46, can empathize with the thousands of employees who will be laid off from Starbucks as the coffee chain shutters 600 stores in a rolling series of closures through early 2009.
While it’s not uncommon to be laid off several times throughout a career, the sudden end of a job – even when announced in banner headlines – is still a shock.
Read more here:
http://www.nydailynews.com/money/2008/09/18/2008-09-18_for_one_salesman_two_lost_jobs_opened_th.html
Posted in Drew Stevens, Drew Stevens PhD, Hope, Inspiration, Sales Management Training, branding, business building, effectiveness, internet marketing, interview help, interview skills, job candidate, job hunting, job training, sales and marketing, sales coaching, sales help, sales manager training, sales selling, sales skills, sales strategist, sales success, sales techniques, self development, self doubt, self help, self mastery, selling, selling effectiveness | No Comments »
September 8th, 2008 admin
An open proposal to Selling Professionals from a former Sales Manager:
In the era when the proliferation of technology assists the ease of communication, a striking contradiction is comatose behavior. Sales people complain, sales managers complain but neither desires accountability. The Internet is not an excuse for apathy. If selling professionals desire change, they must engage in self-mastery. The philosophy of self-mastery hinges on the individual to take ownership of obstacles. Once a person understands the necessity of accountability, confidence increases substantially to conceal any barrier. Sales professionals must be accountable.
Dress Code. Dress codes for numerous organizations are abysmal. The casual dress notion is bromide and requires change. I recall when John Molloy wrote his book Women Dress For Success in 1975, corporate America took it to heart- both men and women changed dress codes. Somehow, the concept morphed in the 90’s but derailed by the millennium. Current dress codes reflect casual not business. Selling professionals must emulate by dress code what they represent. If success is desired, then one must dress successfully. That said, invest in good clothing, wear an impressive watch and polish your shoes. Would you visit a physical fitness trainer that did not look fit?
Lexicon. My background and expertise enable me to provide expert advice to an array of associations. Some of these organizations are electronic and enable members to associate with experts to ask questions. On numerous occasions, members request expertise assistance. It is appalling to read incorrectly spelled messages, sentences that grammatically incorrect and paragraphs so lengthy they make War and Peace appear as a poem!
Selling professions if you desire respect and attention, review your work. Decision Makers abhor sloth. Write with a dictionary, a thesaurus and a writing manual. Use the electronic spelling checker within your word processor. Finally, review your work, poor language stems from laziness to review work.
Investment. Sales Managers do not fear I have you covered. Selling professionals, refrain from the unfair pitch to your manager. If you seek sales guidance, education, etc, then invest in you. Stop expecting your manager, your organization, and your industry to invest in your future. One person controls your destiny- you! If selling professionals seek guidance then buy the best selling books on the market. If professionals seek education, then enroll in a sales training course. If selling professionals desire expertise then invest in a coach. Stop expecting others to invest in you, they will not. Success stems from the ability to invest in you.
The greatest profession in any industry is selling. The most employable position in every organization is selling. The highest compensated position is selling and yet the most excuse laden is selling. Selling is illustrious since is provides freedom, entrepreneurialism and critical thinking. Yet, the independence requires confidence and persistence. Selling professionals if you desire success – take some time ponder these thoughts, take action and invest in you now!
©2008. Drew Stevens Ph.D. All rights reserved.
Posted in Customer Relationship Management, Drew Stevens, Drew Stevens PhD, Entreprenuership, Sales Management Training, Sales Training, Sales marketing, account management, effectiveness, efficiency, lead generation, marketing, marketing help, sales and marketing, sales coaching, sales effectiveness, sales help, sales manager training, sales selling, sales skills, sales strategist, sales strategy, sales success, sales techniques, sales trends, self development, self doubt, self mastery, selling, selling effectiveness, selling skills, selling skills sales seminars, selling strategies, selling strategy, selling techniques, selling tips, small business | No Comments »
September 2nd, 2008 admin
Ethics and professionalism are typical concerns of consumers for selling professionals. The independence of the professional provides instant scrutiny. Selling professionals learn to muster diligence given constant observation. That said, professionals must maintain patience when dealing with difficult clients and the plethora of sales issues.
Every profession contains issues and selling is no exception. One prevalent thematic issue is client pet peeves. These issues are not only exasperating to the selling professional but serve as closing obstacles. Identification of these issues can aid in daily efficiencies and sales effectiveness.
Unreturned telephone calls. Nothing is more exasperating then consumers that do not return phone calls. In the day of spontaneity and speed to market, response times are critical. Selling professionals do no call simply to sell product but to follow up on imperative information. Nothing is more disturbing to a professional than a lack of response. Selling professionals leave your message and move on. Lamenting over unresponsiveness creates negative energy. Move your attention to positive areas; negative energy simply exerts energy that is more negative.
Hurry up and wait. The idiom delays after a quick activity. Conflict occurs from an indecisive decision maker or simply happenstance. However, the conflict occurs more often then not. Selling professionals benefit with calls to action and deadlines, instruct prospective clients that proposals, agreements and other paper work require 24-hour decisions; failure to comply terminates any current agreement. Hold consumer’s accountable, desire their representatives.
Duck and hide. Avoidance avoids conflict. There is a systematic issue in today’s culture; consumers do anything to avoid conflict. Rather than confront selling professionals and issues such as price etc, consumers simply avoid conflict. Consumers hide behind “caller id” they do not voice mail and email. Consumers desire people they can trust and respect, so do selling professionals.
Incorrect information. There is no purpose in leading selling professionals astray with poor and useless information. Selling professionals are like great detectives, if pushed they eventually discover pertinent data, however nothing is more disrespectful then lying.
Hiding the decision maker. All selling professionals understand that all closing decisions require a decision maker. Gatekeepers provide numerous obstacles. Decision makers require value to alleviate issues that inhibit profits and productivity. There is no reason to hide the one person that can make the decision that benefits the entire organization. Sales costs increase when others inhibit the process and progress.
Caesar Syndrome. Andy Warhol once stated that everyone in their lifetime is due 15 minutes of fame. With selling professionals, fame is not an option. Selling professionals exist to fulfill the wants and needs for clients. Clients have more information with the proliferation of the internet, however while content is king, consumer self worth is not part of the selling process. Selling professionals provide value in the information shared not helping to increase consumer ego.
Today’s competitive environment contains plentiful impediments for success. However, none is more aggravating then the presented issues. Consumers offer a myriad of challenges. Personalities will clash, individuals not comprehend value, and products appear wearisome. Yet, in an era of ethics, character and accountability, professionalism is still required. Consumers will continually place barriers but while selling professionals illustrate professionalism so must the customer.
© 2008. Drew Stevens PhD. All rights reserved.
Posted in Customer Relationship, Customer Relationship Management, Drew Stevens, Drew Stevens PhD, Sales Training, Sales marketing, Tips and Techniques, business building, business development, customer service skills, effectiveness, efficiency, marketing, marketing help, sales and marketing, sales coaching, sales effectiveness, sales help, sales selling, sales skills, sales strategist, sales success, sales techniques, self development, self doubt, self help, self mastery, selling, selling effectiveness, selling skills, selling skills sales seminars, selling strategy, selling techniques, selling tips | No Comments »
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