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By admin

Solving the Sales Conundrum

Solving the Sales Conundrum

 

What has happened to your team’s sales effectiveness? Just what are they doing wrong? Many company sales leaders and CEOs ask themselves this when turnover isn’t what it should be. And it’s why they automatically assume they need a course in sales training. But is that really the case? Could their current lack of sales be down to something more than just poor sales performance?

And, anyway, wouldn’t it make more sense to find out exactly what the underlying problem really is before going ahead and spending hundreds – or thousands – of pounds on something that could be solved much easier (and at far less cost) at home instead? In this post we’ll go some way to attempting to help you solve that sales effectiveness puzzle of yours by yourself. For instance, we’ll get you to ask yourself the following questions:

What is the real problem with sales?

The reason your sales staff aren’t doing too well could be for any number of reasons, not necessarily simply their sales performance. Could the answer be, for instance, down to a lack of knowledge about the product they are trying to sell? Then again, it could be that you, as a company, haven’t provided them with the right sales tools in the first place i.e. they may have a poor Customer Relationship Management system or poor sales materials. Is the data base any good? And on that note, is the sales coach doing his job properly? Another reason could be that your selling incentives just aren’t motivating your staff enough for them to go out and give the performance of their lives.

 

Analyse sales performance

One way to find out for sure why your sales performance is down is to analyse the performance of your sales people – do you have the right people in the right positions to begin with? Then again, you could look at the sales pipeline to find out where exactly you need to introduce some form of training and, finally, review your sales turnover. These are the three main aspects of sales activity that an analysis of should certainly start to throw light on where it’s all going wrong.

 

Find out what’s missing from sales performance

Go out on the road with your sales team and find out individually how each of them really performs. Are they, for instance, as good at closing a sale as they say they are? Is there something they are missing from their sales performance? What skills are they lacking in this arena?

Get your sales staff to be fluent

If they are lacking and embark on sales effectiveness training, then encourage your staff to practice their new sales technique. It’s the only way for a sales person to achieve fluency i.e. so they are never back-footed by a question and can answer queries instantly. By practicing they will build up that particular ‘sales muscle’ and won’t be tempted to fall back into bad habits. Golfing is an analogy which is frequently referred to in this respect i.e. it can take a golfer up to 500 swings before he or she has learned a new technique.

It’s all down to role-playing and is definitely a lot like being an actor; repeating your lines until they’re word perfect. Then again, perhaps an improvisation comedian is a better analogy – they don’t know what’s coming so they’ll have several practiced scenarios up their sleeve at the one time.

Role-playing and improvisation acting also help your sales people remain present in their conversation with potential buyers – a skill that is pretty much essential when it comes to tackling a tough sale. Not only that, but it instills confidence. Knowing he or she is not going to get wrong-footed by a customer because they have already rehearsed all the possible answers, gives your sales person an added advantage.

So, how’s your team’s sales effectiveness? If poor, could it be time to give it a proper analysis, rather than just pick up the phone and order more sales performance training? Contact us at WIN Programs for more information

By admin

Do you get lots of “maybe” or “I will think about it” after your first call with prospects?

Do you get lots of “maybe” or “I will think about it” after your first call with prospects?

So far, I have posted a lot of content which tells you about general mistakes in a sales call. Today we are going to talk about the situation when you do everything right but still get a “MAYBE” as an answer.

Most people subconsciously avoid decision making after the first conversation. Every sales guru knows and advises that one needs to adjust their conversation to guide the prospect to come to a decision. This can be tricky as salespeople can become very pushy. So the big question is: how do we guide the conversation while still making the prospect feel like they’re in control?

There is a very simple solution for this: set up an agenda before the meeting. It will align you and your prospect on a plan for the meeting and make sure you’re both on the same page and moving forward together toward one of three outcomes:

  1. Yes
  2. No
  3. Figuring out the next steps – Future meeting date & agenda

By following the above process, you are avoiding a limbo stage. The main advantage of this process is that you are saving valuable time on the lead follow-ups. This can feel awkward at first but if you practice it in your next meeting and make it your own, you will start seeing positive results that you’ll want to use again and again. If you have any specific questions or suggestions about the implementation of this process, we are here to help!

By admin

4 Sales force tips to develop stars sales people

Sales are contingent upon the attitude of the salesman, not the attitude of the prospect. -William Clement Stone

Are you having trouble increasing your sales people figures? Are you thinking about running a sales force evaluation? or not really because you are still brainstorming?

The sales force evaluation will help you sell more and increase the business development opportunities of the company as every sales manager , managing director and CEO ever dream of. Is it your sales organization market share growth is your Number 1 challenge this year?

If your answer is a YES then you should be asking yourself the following questions:

  1. What if the team is not following your strategy? what to do to boost each sales person  potential?
  2. How do we keep it motivated?
  3. Do we need more products to gain market share and sell or is it better and easier to optimize our team?
  4. Are we following the right  strategy ?
  5. Is the team compatible with our strategy?

 Strategic development questions

  1. Do you need to hire stars salespeople ? or do we need to build on each sales person skills and potential for growth?
  2. do you need  more sales coaching or sales training? or No we only need to restructure our team ? what is our  competitive advantage?
  3. what is your  business development plan?

Lots and lots of  strategy questions that every one of us would like to grasp the magical answers. I can tell you that the only magic is to identify each person:

  1. process to close deals,
  2. potential  to make more deals
  3. desire and level of commitment
  4. set core competencies and to achieve all that you should start with  a sales force evaluation.

 

4  TIPS to successfully develop your force

TIP # 1:  Each sales organization should go through a sales force evaluation at least once a year.

The full overview sales force evaluation should answer the following questions:

  1. Is my sales management team efficient enough ?
  2. Is each sales person providing us with the full potential?
  3. can your  force consistently overachieve?
  4. who is reaching his full potential?
  5. can they hold my margins?
  6. Who can grow?
  7. Do we have the right core competencies?
  8. can we reach a higher market share with the current sales person?
  9. who is trainable?
  10. who is coachable?
  11. everyone has an adequate  process?
  12. how to be sure of our competitive advantage ? etc..

 

 

TIP # 2: Each managing director should look at his organization globally, so he can identify the sales force competitive edge to successfully increase market share.

  1. Are we better from the competition or worse?
  2. Is our  supervisor team and our  managers using their full potential?
  3. etc..

 

TIP # 3: Each managing director and sales manager  should have a full range of actions to improve his sales organization, market share, sales force skills and create then a real competitive advantage to drive success.

 

TIP # 4:  Each managing director should  optimized his budget for better sales training and sales coaching that will be dedicated directly to take the sales force and market share to the next level.