Anouncement:
“Sales Self Management” training produces immediate increases of 10 – 30 % or more in sales. This program is ideal for the performance driven sales person. Salespeople are motivated to do what works and kept motivated by their many daily successes.

Program success is based on the ability to bring about behavioral change in participants, the Holy Grail of Sales Training programs. The Sales person does not change who they are; they change what they do. The changes are natural and therefore salespeople are self-motivated to make them to gain personal and financial rewards.
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Top Performers have been doing it for years. Up until now they did not know the core drivers behind their success. “Sales Self Management” helps any sales person discover how to self motivate and take action to produce results.

The program evolved from the hightly successful Self Management Sales Coaching Program, Managing Effort: Getting Results.

For more information please contact Cliff Sutton 416-930-6165 or email info@getsalesconnected.com

Their clients feel great about doing business with them.
It’ based on a quote from Ellen Kreidman’s book “Light Her Fire’” (I highly recommed).
“A woman falls in love because of the way she feels about herself when she is with you.”
Now stay with me for a minute here. A great salesman has the ability to relate to a client or prospect and their business in such a way that they feel great, much as we feel when we meet an old friend.
A great salesman asks themself the question, “Is my customer feeling great about what my company and I are doing right now?” All of the efforts and actions can be built around that question.

What difference does your hiring process make in employee performancE? Here’s my take on it based on government stats analysis, corporatate info, case studies and business experience. The answer I feel a lot of business people are looking for is, are these numbers for real? Please comment and share. Remember we are talking performance, not just retention.

Resume plus interview only 50 – 60% chance

Attitudinal Profiling + 15 – 25%

Validated Psychometric Profiling + 15 – 30%

Online Job Simulation +10 – 20%

ATS Hiring System Compliance + 10 – 20%

According to these numbers we can approach the perfect hire – double the basic resume + interview approach.
What’s your experience been?

When you’re born or you learn to sell, there’s nothing like the feeling when you put together a great deal for a client who is overjoyed with their results. You get to live that feeling with them – the same felling YOU get when a super salesperson helps you get what you want. Really, you are your customer.

Take the time to enjoy it and to do it right. Sometimes Salespeople get tied up in just making the sale and doing as little as possible and driving their customers through as fast as possible. Those are the stereotype salespeople you see who are old and burned out. They have forgotten who they are (remember Rafiki in the Lion King).

If they only knew. If you want to make more money, sell higher value and bring more value. This is the natural evolution of a professional. We’ll show you how to build yourself so the high value and the money can be yours. And you get to be who you are – a Sales PRO that’s got that mysterious smile, the car and the clothes, and all the time in the world for their customers.

This is a follow-on from yesterday’s blog.
Psychometric Testing New Sales Managers is extremely important, particularly if you are promoting a Salesperson – usually because they are very good.
Salespeople are often driven, big-picture oriented and, well, impatient. Consider that a Sales Manager must be driven of course, however they must also be more detail oriented and more patient – not everybody moves at their pace.
The classic situation where a great salesperson gets promoted to become a poor manager is often because of the example above.
Psychometric profiling New Sales Managers will show whether the patience and detail orientation that may be needed to be a manager in your organization are a part of the Salesperson you are considering for promotion.

We get that question often. The answer is, psychometric testing of salespeople improves your chances of hiring a successful salesperson by 20 – 30 %. Those are big numbers – takes your hiring from 2-3 succesful hires out of 5 hires to 4 out of 5 – and they reflect only part of the picture.
When you use predictive, validated profiling as a key part of your hiring process, you increase your chances of hiring natural salespeople, benchmarked against what you already know to be successful in your sales teams.
Take it a step further. If 20% of your salespeople produce over half the sales, imagine the impact of having 40% who operate at this level!
Contact us for more info on the “how to” part of this process.

Sales Managers often take responsibility for the underperformer and coaching can easily become coaxing because managers are naturally inclined to help reps out. One of the key definers of when you are coaching and when you are coaxing is to ask if this session is building strategies/skills or not. If not, it’s probably coaxing.
We find over and over again it comes down to effort on the sales person’s part, and the manager knowing the salesperson owns it 100%.
A simple process is to coach for commitment and if the salesperson keeps that commitment they get coaching. Otherwise re-schedule. The rep can either make and keep commitments or leave or be asked to leave – amazing how often they select themselves out!

Want to get the job done? Give it to a Self Manager.

We are all familiar with the star, the individual that gets it done no matter what. They are the people we set up as models, who daily practice the type of behaviour and performance others shoot for.

Among this select group there is one characteristic they share. The number one competency of top performers in any situation is their ability to self manage on all levels.

Expanding the self management capabilities of an organization brings double digit payback, and more importantly keeps top performers in a company that get’s it – as a bonus stars are drawn to this type of dynamic, exciting environment!

This is a bold statement and is based on core principles that provide a foundation for everyday action and decisions, large and small. Some of them are:

• Making and keeping commitments
• Understanding and accepting accountability
• Understanding and accepting responsibility
• Knowing the difference between accountability and responsibility
• Self Motivation through committed action
• Managing by Effort

In this environment people grow and companies grow because everybody knows the rules of the game. For example, if a commitment is made you can take it to the bank it will be done.

The opportunity is there for everybody to be treated equally since these basic principles are understood and apply to all. The self management culture creates an expectation that each individual will help themselves however if help is needed it is available.

Coaching evolves from supervision to encouraging self motivation through meaningful conversations. Conversations based on ‘asking’ rather than telling.

The result is a culture where a core set of values are applied to all situations and that’s where the power comes from. The expectation to achieve and succeed is a day to day reality.

True Self Confidence is based on knowing what you need to know plus knowing you can trust your colleagues and company to support you and believe in you.

Self Management Culture: Steps to Get There

Conceptually the support at Senior, Middle and Front Line management covers the operational spectrum right to the grass roots support level.

The following developments could serve to keep the momentum going:
1. Determine what the Self Management means (the bullets above are a great starting point)
2. Establish Champions in each of the Management Sectors and also at the front line level – champions would be stronger if recognized formally and trained/certified
3. The Learning & Effectiveness team Certification as appropriate and ongoing co-ordination of overall efforts in support of the programs.
4. Implementation of Lunch and Learn and Monthly ”Cues” types of initiatives to keep the information fresh and the depth of learning ongoing and stronger.
5. Expansion of the concepts and actions related to Self Management ‘throughout the organization’. The concepts become part of company day to day life.
6. Ongoing Support of these initiatives from internal specialists or learning vendors through:
• Certification Programs
• Specific Programs that serve new company initiatives
• Support programs for all levels of employee such as Administration and Materials Management
• Consultative solutions approach to keep initiatives current, flexible and relevant

THE GOLDEN RULE OF SALES SUCCESS:

Treat others the way they would like to be treated©

Do You Want to Be Successful? Meet the Right People

Want to “Have It All”?

Successful people ‘Have It All’, not because they are smarter or better looking but because they know how to meet people and communicate. They know how to talk to people. Don’t believe it? Have you ever waited in line to get into a restaurant and someone with no reservation just walked by and got the next table. Same thing in life.

If you want to meet the right people for business and for personal success, this book is for you. Never again be prevented from the success you deserve because you just didn’t know what to say or do.

“The Golden Rule of Success” provides a foundation for communicating and growing your success and happiness. The Golden Rule means you come from a rock-solid belief that you can “Have It All”. Even better you can get there by caring, sharing and giving.

“Treat others the way they would like to be treated”

Perhaps best of all, the strategies here apply to every part of your life – business, friends and family. Life balance means being who you are, all the time.

The Right Things happen fast when you meet the Right People. You must be ready to turn potential into ‘making it happen’. Meeting the right people and making it happen is what this e-report is about.

How To Use This E-Report

How would you like to learn how to meet the right people in 5 minutes? That’s why this e-book design is modular. Each of the four sections is divided into mini-sections that take about 5 minutes to learn how to apply. They will help you meet the right people. Each section will focus on a powerful strength you can develop, and why it works so you can remember it. Here are the sections:

1. PREPARE

2. MAKE CONTACT

3. RELATE

4. “CALL ME”!

“How To” make the most of it.

Everything here is about getting a better understanding of what’s happening and then acting on this information to get the results you want. Getting those results means freedom and security so we can never lose sight of results.

Use the “Strengths and Passions” approach. That means go to a section you already feel you are good at and you are interested in. This way you will do well and stick with it – call it self-motivation!

The exception is if there is an area you are determined to improve in and feel it is necessary and important to you. Then work at that as well.

Three good things happen with the “Strengths and Passions” approach.

1. If it’s already a strength you become a master very quickly
2. Whatever you apply yourself to, the other areas will automatically improve
3. You will be successful, have fun and stay motivated to keep raising the bar

Please log what happens. Your Action Log (pg. 13) This means giving yourself credit for your achievements. Apply what you learn. Then take 5 minutes and write down the results. The self re-enforcement is huge in creating a new habit. Chances are you’ll remember to do it again next time. You’ll build a bank of things to say and do that work best for you! .

Read “The Golden Rule of Success” introduction first, then just roam to whatever section you like. At first make it something you are already good it and something you like to do.

Once you have a basic understanding of what we are doing here it’s time to apply it – build some new habits and maybe some new beliefs.

Each section includes a Bullet Point summary for quick reference. You can print it out and carry it with you.

Contact us and let us know what works for you. venturesnow@gmail.com

The Golden Rule of Sales Success:

Treat others the way they would like to be treated©

INTRODUCTION

We care, take an interest in the other person and do what it takes to make our contact with people valuable for everybody. That’s what building relationships is all about.

Enter the ‘Golden Rule of Success’:

“Treat others the way they would like to be treated” ©

It’s kind of simple and maybe a little cheesy. Well it sure is basic and that’s why it works. Most core beliefs are like that.

When I ask people ‘how’ they would like to meet new friends or business contacts they say, “I like it when it is natural, not forced or artificial.” Let’s include ‘interesting, exciting and fun’”. Add in “It felt great and they helped me with…..” That last bit is the value part.

The ‘natural’ part probably comes first from being in rapport with the person you are meeting. Call it good chemistry. ‘Interesting’ could mean talking about or learning about something or someone we are interested in – common interests often become a starting point of great relationships. Being interested in similar things is one of the strongest ‘natural’ rapport builders as well.

‘Exciting’ makes me think of adventure, new ideas and discovery.

‘Fun’ is anything that makes us feel good and smile and makes for pleasant company. With a smile, both the feeling and the moment are meaningful.

OK, so meeting new people, or old friends, or simply doing business is like that. It is when it’s done based on “The Golden Rule of Success”. Basic core principles are like foundations for skyscrapers. They support everything we do and they stand up to the test of time. Think about it: Self Confidence and general happiness depend on having things we believe in and knowing what they are.

BUILDING ON THE GOLDEN RULE

The Golden Rule of Success is the foundation, so what do we do with it? How do we build on it?

It’s a great question for business or social get togethers or just about any other time you are meeting people. It helps to understand some ‘people’ facts.

Most of us know if we are looking for products, services or relationships, at any given moment sometimes we are actively looking, sometimes we will be looking in the next few months, or maybe over the next couple of years and sometimes never. The good news is it’s the same for everybody else!

Let’s look at this concept in terms of hypothetical numbers:

3-5% Looking right now

10-15% Looking in the next few months

40-50% Looking in the next couple of years

30-40% Aren’t likely to be looking

Exactly what these numbers are will vary widely from one place to another however the trends are the same.

At any given moment about one in twenty people in a group are looking for what we offer. When we insist on pushing our ‘agenda’ to everybody, we get lots of Rejection. It can color our experience so dramatically sometimes we even quit trying.

With these odds is it any wonder people just give up?

The answer lies in knowing the trend and applying the Golden Rule of Success. Interact without an agenda. Learn what the other person wants and give it to them. Sales and results are still there, we just get to them the way the other person (and us) would like to be treated.

So how do we know who’s looking for what we’ve got? How do we communicate with them and stay true to “The Golden Rule of Communication”. Let me use an example of a business communication from Tom Wood of Mastery TV.

You first meet and introduce each other. “What do you do and how can I help you?” Response is “What do you do?” After a brief description of what you do, ask for more about what they’re looking for. If it’s general then look for more detail – an explanation could be that you know a lot of people & may be able to help them.

The conversation starts and is based on getting to know each other and looking for ways to help each other. This is an example of making contact, no matter how it happens. Fortunately there are some things most of us want:

• Someone who is interested in what we are interested in
• To be genuinely listened to
• An injection of positive energy
• To be given the space they need
• Good information or help when requested/needed

So if the obvious immediate ‘need’ does not come up right away, it will as you get to know each other. From there on it is a matter of showing where you can help and continuing the contact if you feel it’s a win-win!