Good selling,
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Volume 6 - Issue 2
FOLKLORE AND OTHER SALES TALES SELAT SELAS REHTO DNA EROLKLOF
by Sam Reese | President & CEO
There is a lot of fact and a lot of fiction when it comes to creating and leading high performance selling teams. Too often, anecdotes without much real basis behind them turn into sales leadership folklore and get repeated with the same lackluster results. Confronting these tales directly can be one of the most effective ways to provide value as a sales leader.
Sales Folklore: The sales force is the only reason anyone here has jobs because nothing happens until someone sells something.
This mentality is one construed by weak sales organizations and weak sales leaders who do not know how to work as a team with the rest of the organization. Therefore, in order to get their way on a specific issue, they rely on this false fact. The truth is that great sales leaders understand that they need to work collaboratively across the whole organization and they invite other departments to get involved in the process of customer management. Leaders who take the short cut by insulating their teams from the rest of the company or by claiming that everyone else is just overhead and they just dont understand customers are the leaders who are not very effective over the long term.
Sales Folklore: I can only be effective with my team when I am out with them face-to-face and pressing the flesh.
In a business world where virtual salespeople and teams are commonplace, this myth continues to get a lot of play. It is really an excuse for a lack of planning and a lack of process commitment by the sales leader. Sales leaders who stick to disciplined communication plans with tight agendas, regular funnel reviews with detailed action plans, and frequent communication touch points to keep them connected with their team are the sales leaders more likely to drive performance across their whole territory.
Sales Folklore: Salespeople really just do what the compensation plan tells them to do.
While it is extremely important to have a comp plan that is aligned with the strategy of the sales team, this cannot be an excuse for not performing or for doing the wrong thing for the customer. Lazy sales leaders rely on this excuse as a way to diffuse accountability and blame their teams lack of performance on the corporate guys that just dont know how to motivate the sales force. Top sales leaders understand that an exciting compensation plan makes their job a little easier but it in no way replaces effective leadership. Salespeople are like
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every other employee in the company when it comes to having the desire to feel valued and to be part of an organization with a clear purpose. Sales leaders need to make sure they spend more time recognizing top performers and crystallizing the purpose of the company instead of developing new carrots to see how high they can get people to jump for an extra dollar. World-class sales leaders take accountability for their performance and they dont look to blame outside forces when things do not go as planned. They deal in a world of candor and facts while avoiding the numerous pitfalls that will surely happen by believing in unproven anecdotes.
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THE SALES MANAGERS PRODUCTIVITY CHALLENGE EGNELLAHC YTIVITCUDORP SREGANAM SELAS EHT
by Rob Hartnett | Sales Consultant
For sales managers, taking a productive and efficient approach on doing their job on a daily basis is extremely vital to their success and it starts by facing the challenges head on. In todays business environment, front-line sales managers are consistently being faced with: Doing more with less Increased stakeholder management A rapid pace of change Recruitment, retention and motivation of the sales team Multiple and often conflicting measurements of success
between their goals, your goals and ultimately the companys objectives and initiatives. On the flip side, if your senior leadership team has not done the same for you, you need to ask for more clarity. As a sales manager, you are the voice of the sales force and the customer base to your senior leaders. This means you must have the confidence and the competence to challenge their thinking from time to time. For example, if they are seeking high growth numbers from new business in a particular region and you dont have any business development people in that region, except for account management salespeople who are great at growing rather than winning business, you need to make that clear and push for the recruitment of the right people first. To support how important it is for sales managers to ensure their metrics are aligned to the business objectives, 89 percent of organizations classified as World-Class Sales Organizations* in 2011 Miller Heiman Sales Best Practices Study stated that their sales performance metrics were aligned to the business objectives of the organization. In all other organizations, this was just 38 percent which shows the misalignment that can occur.
The good news is they are also finding greater recognition for their importance in executing on the senior leaderships sales and growth aspirations. Below Ive outlined a handful of ways on becoming more productive which inevitably will lead to personal and professional success. Have clear purpose Be ruthless with your time Recruit the right people Identify your top performers and leverage them Systemize the sales process Stay close to your customer
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a premium on understanding why their top performers are successful and leveraging these best practices to improve others on their team. Yet there is either ambiguity or even a lack of systems to develop talent in most organizations. Salespeople around the world have an intense need for growth and variety; too much of the same old thing and soon motivation wanes. To avoid this, put them out there for new work challenges to keep things fresh and new. One simple yet highly effective way to do this is to have your top performers mentor younger and newer salespeople. However dont expect this to happen automatically. You will need to provide some training on how to mentor effectively and seek feedback from parties to ensure success. Also dont think this is just a Gen Y thing; do this for all your staff no matter what their age or generation. While youre talking with them about their current goals, spend time talking about the path of advancement within your organization as it may apply to them. Motivation needs growth to maintain its power. If they arent sure what opportunity lies ahead, their drive to keep pushing forward may diminish. Articulate a path of advancement that is open to them. Fuel their ambition by telling them which opportunities are in their future and exactly what they need to do today to experience them down the road. In the TV series Undercover Boss, this was a consistent theme where the undercover bosses came across talented staff who were about to leave because they could not see a future at their current employer.
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regularly share best practices and define together things such as what is a sales-ready lead and customer life stages in order to best service a prospect or customer. Another benefit of an organization-wide understanding of the sales process is having a common understanding of the definition of each stage of the sales funnel. This allows manufacturing to be able to gear up when they see significant orders forecast in Best Few as this means an 85 percent chance of closure, for example. Finally and most importantly, a sales process provides what very little other sales training provide and that is something robust and measurable to coach against. So much coaching in the sales environment is done subjectively and on gut feel. A sales process allows sales managers to coach with precision, which is more effective for both the salesperson and the sales manager.
* World-Class Sales Organizations had 20 percent better year-over-year growth in several metrics such as qualified opportunities, account acquisition, account retention, productivity per salesperson, and quota achievement when compared to other respondents in our study.
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IDENTIFYING YOUR SALES PLANNING SWEET SPOT TOPS TEEWS GNINNALP SELAS RUOY GNIYFITNEDI
by Brendan Hawkins | Director of Client Success
Leading sales organizations have been investing in CRM systems at record rates over the past several years. While there is a number of reasons why companies invest in CRM technology, if you asked sales leadership to summarize the value in two words its pipeline visibility. By embedding information on their prospects, customers, products and selling stages into the chosen CRM system, sales leaders have more information on the deals in their sales pipeline at their fingertips than ever before. What used to be contained in a rudimentary and often outdated spreadsheet that was regularly distributed amongst the sales territories is now available real time, making the information much more reliable. Through the CRM system, a sales leader or manager can see which reps are selling what products to which prospects. Organizations can track what customers are buying, which deals were eventually won, and which sales opportunities were lost. CRM systems are great at delivering data, however, where they fall short many times is the why aspect. Why did we win the large sales opportunities this year? Why do some deals take longer to win than others? Could we have done something to accelerate the deal? Why did we pursue a large opportunity that was a poor match to our ideal opportunity? Was this an appropriate use of resources? Why were Red Flags missed? Why did one Buying Influence favor our solution, but another favor a competitor? Why do we lose deals? Many sales organizations have discovered that todays leading CRM systems are better than ever when it comes to managing a pipeline, however with the exception of the rare CRM-super users that document everything, the system often lacks significant information around the why. That is because CRM systems are more-or-less management tools; the details on the deals are stored inside the sales reps head.
In leading sales organizations, CRM usage by salespeople is not optional. Period. No doubt in the early days when CRM was a new thing, everyone struggled to get usage. Some organizations made exceptions for the old timers or late-adopting top Many sales organizations performers. It is likely everyone regretted doing have discovered that that. In this day and age, todays leading CRM CRM systems, or some other form of pipeline systems are better than management tool, are ever when it comes to just another part of being a salesperson. Until someone comes out with a system that reads the minds of salespeople, pipeline management systems are here to stay. managing a pipeline, however, the system often lacks significant information around the why.
Similar to CRM, usage of your sales process, by way of the sales tools that enable the sales process, cannot be optional. Period. Not even for the top performers. After all, one of our primary interests is to know what the best reps are doing when they win deals so we can coach and develop the middle and bottom toward the performance level of the top. In most companies we work with, salespeople are expected to use the sales process principles they are taught on all deals, but only the larger ones have a formally documented sales strategy in place. Our most successful clients have put a lot of time and thought into deciding which deals should have a formal strategy in place vs. where it is optional. The key is determining your unique sweet spot.
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One recent pharmaceutical client we worked with recently had a very simple expectation: I just want to win more large deals, and lose fewer of them. Seems reasonable, right? We thought so. So the client began to plan out their Strategic Selling implementation to introduce their new opportunity pursuit process. This included everything that was going to be done prior to the workshop, in the workshop and, most importantly, after the workshop to ensure the process stuck in his organization. He knew that to make things easy on the salespeople who would be authoring the strategies and the managers who will be responsible for the coaching side of the plan the expectations had to be both specific and trackable. To determine which opportunities would always have a strategy in place, and where it would be optional, this client started by looking at the average number of opportunities a sales rep pursued in 2009 and 2010. He found it to be 85 qualified sales opportunities, and knew a formal plan would not be in place for all of them. These 85 were not leads or tire kickers, but qualified opportunities that made it 25 percent into the sales cycle. He then looked at the average win rate, which was approximately 60 percent of the opportunities that were forecasted, or about 55 deals that were won. An average $3,200,000 was won and $2,800,000 was lost in 2009 and 2010. Of these deals, 40 percent of the won opportunities made up 80 percent of the $3,200,000 revenue that was achieved. When they looked at the lost opportunities, the split was significantly different. Twenty percent of the deals made up 80 percent of the $2,800,000 in lost revenue. Meaning they lost more than a few big ones. The sales leader was very confident, he wanted to continue winning those 40 percent of the deals that made up $3,200,000 in revenue that was won, but he also wanted to improve his chances of winning the 20 percent of the deals that was lost to his competitors. On average, the top 40 percent of the 55 won deals (22) and top 20 percent of the 34 lost deals (7) made up this threshold. That means of the average 85 deals a rep pursues each year, 29 of them will make up the majority of the business that is won and lost.
The VP of Sales then went and pulled a list of the top 22 deals won by each rep in 2009 and 2010 and the top 7 deals lost by each rep. The won opportunities ranged in size from $35,000 $125,000 and the top 7 deals that were lost ranged from $45,000 - $225,000. Based on this information the sales vice president decided that he wanted formal Strategic Selling Blue Sheet strategies developed for every sales opportunity over $50,000, by the 25 percent sales stage. He knew this would mean each rep developing less than three strategies per month, something everyone in senior leadership agreed would be more than reasonable. This sales leader had discovered his sweet spot; yours may be focused on different data points like product volumes, account types, opportunity types, new product launches, etc.
You must check what you expect.Unless you have really cool technology that will do it for you.
For those customers who have the luxury of having one of todays leading pipeline management systems this is where things get very easy. From inside a CRM/SFA reporting system you can pretty much track everything. You just need to determine the leading and lagging indicators that will predict the success or failure of your sales strategy. For the example of the sales leader above, he had a report created for every sales rep, sales manager and VP of sales that shows all open opportunities in the pipeline over $50K, that were in or beyond the 25 percent forecast stage. In this report, next to each opportunity, he could monitor if an opportunity strategy had been created, when it had last been updated, if a manager had provided feedback and a list of each of the pending/open Best Actions the rep had prepared to win each deal. Even better than reporting off the sales strategies is to build it into your pipeline management process. For instance if you want a strategy developed for all deals over $50K by the 25 percent sales stage, todays clients are just building CRM workflows/rules that simply do not allow a deal of this size to move onto the next CRM Opportunity Stage without the Blue Sheet being developed. This way if a rep wants to move a large deal through his pipeline, a plan has to be in place to justify the forecast. With this approach, the entire sales organization can rest at night knowing that there was due diligence on large sales opportunities, every single time. Creating technology processes that naturally drive the sales planning process in your organization allows the team to focus less on the usage and more on how effective salespeople are becoming in pursuing large sales opportunities. Ultimately, it is systematic and effective use
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of the Strategic Selling principles on all sales opportunities, and the development of formal opportunity strategies on the largest of opportunities that will eventually lead to an overall improvement in your organization ability to identify, collaborate on and win large sales opportunities.
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