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Do you get lots of “may be”, “let me think” or “I will think about it” after your first call with prospects?

Do you get lots of “may be”, “let me think” or “I will think about it” after your first call with prospects?

So far, I have posted lots 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, you got a “MAY BE” as an answer. Most people subconsciously avoid decision making after the first conversation. Every sales guru knows and advice that one needs to guide the conversation to make the prospect to come to a decision. But this is a tricky thing some time while guiding a conversation, salespeople 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 working on the same team to get one of three decisions about a next step:

  1. Yes
  2. No
  3. Future meeting date & agenda (figuring out the next steps)

By following the above process, you are avoiding the “MAY BE” or “I WILL THINK ABOUT IT”. 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 meetings and make it your own, I promise you will start to see such 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 then ask me I am waiting for your comments.

By admin

What happens to a prospect when they go dark and getting to the real objection.

When I first started selling, I had experience this scenario all the time.

I’d have a meeting thinking I totally nailed it, only for the prospect to go dark after my attempts to follow up.

What the heck was I doing wrong? Well there were a few things, I’d made a classic error: I’d failed to uncover the secret objection my prospect still had at the end of our conversation.

Unless you directly ask, it’s easy for a prospect not to reveal their actual objections to buying. Not only is it to hard for a prospect to pin down the objection on their own, but there’s a stigma associated with rejection, and they don’t want to feel like a bad person by doing it to you.

Also, although the prospect realized both a pain and solution, they were still stuck with an existing process and habit – which is hard to break.

On my side, there was still a lot of work to do if I wanted to consistently move these deals forward. The way you can motivate someone to make a change is to continue to play investigator. A few questions I like to use:

  • Do you want to change this? (sounds simple, but no one asks this)
  • Where would making a change like this sit on your priority list? (get specific, are you in their top three or bottom three? you can learn a lot here. maybe you can solve other priorities and they don’t know it yet)
  • How committed are you to changing this in the next ______? (this gives you a sense of timeline to close/implement assuming you’re on their priority list)

These questions sound basic, but surprisingly very few have a habit of explicitly asking them.

Let me know what is your strategy to face this situation?

By admin

Have you faced this situation in a sales call?


Have you faced this situation in a sales call? 

Here I am with another live experience and a valuable lesson and situation that sales people face on daily basis. I experienced this scenario every other day.

Sometimes a prospect will try to push you into giving a demo early in a conversation – we’ll talk about how to avoid this later in subsequent posts in details, but if it happens, here’s a quick fix. Let’s say you’re selling an amazing product to a prospect over the phone:

PROSPECT: “We need a new system and are evaluating options. Can you show me a demo?”

YOU: “Happy to do a demo. I want to make sure I show you the right parts of our system so do you mind if I ask you a few questions first so we can make the best use of our time?”

PROSPECT: “Sure.” (Most of the time)

Instead of getting straight into the demo, frame your first questions in a way that shows you’re trying to help them get the most for their time (which you will be) and they’ll appreciate it. Also make sure to note down every response and write down corresponding product solution points with your prospect’s responses.

I call the process this whole process of getting to the pain first “earning the right to pitch.” Next, I’ll walk you through a verbal tactic you can pair with this to close deals faster and more consistently.

Have you or someone on your team started selling the solution before you’ve ‘earned the right to pitch’? Click here and tell me about it.

By admin

6 Tips to Find Strong Sales People in a Poor Environment

Sales people are of the utmost importance to a firm

Ultimately, they are the ones responsible for driving the sales of the company. This is why caution is taken during sales people hiring.

Hiring ineffective sales people is of no use to a company, but evaluating the skill of a salesperson during the time of recruitment can be very difficult. Especially in times of financial difficulty and in poor environments, recruiters have no idea how good a salesperson is. This is because most of the recruits will not have prior experience and gainful employment in harsh economic and social conditions. Here are some tips to help you make sales people hiring easy and fruitful. Selecting the best is tricky and should trail the following rules:

Sales people Assessment

Screening candidates for interview is not enough to identify the strongest ones, it gives you direction of what they achieved, where they worked but never what they can and will achieve within your organization if you hired them.  Using proven a sales assessment tool is essential to uncover the candidate abilities to sell, grow, and achieve like a rain maker.

Crucial Findings 

  1. The first rule to Identify strong sales people in a poor environment is to look into their desire and commitment to do the job for you.
  2. The second rule is to identify if they can grow, they are trainable and coachable to secure their ability to achieve their sales target on a monthly basis.

The above rules are important because every organization want to hire the best but may they cannot afford the best. In this situation, it is better to screen the ones as described above in the rules one and two.

Simulate a situation during face to face interview

You don’t need to look at a salesperson’s past experiences if you can simulate a situation that they will be facing if they get hired in the position they are being interviewed for. You can get recruiters to act as potential clients and customers to whom the interviewee must pitch. This is one of best sales people assessment effectiveness methods as you can gauge the communication skills, people skills and ethics of the candidate. Recruiters involved in sales people hiring also get to see how well the candidate performs under pressure.

Carefully note sales people interview responses

 Even in a poor environment, you will always have a number of candidates. Make sure you have initial filtering sessions where candidates are eliminated also based on their communication and written skills. After this, you must carefully note their appearance, bearing and responses to see if they have all the qualities to become excellent salespeople. First and foremost, salespeople must be dressed well – not shabbily and not gaudily either and they must exude confidence and calmness. Contrary to popular belief, salespeople must be modest, curious and polite and not brash and aggressive. Taking mental aptitude tests is also a great way to improve sales people assessment effectiveness.

 Keep your questions vague

 A sign of a good salesperson is how he/she picks up what is not being said but implied, understanding exactly what is needed. When you are interviewing candidates, make sure to keep your questions vague and open to see if the candidates are able to figure out what you are looking for. Candidates need to think harder and need to be smart about their answers when confronted with such open questions, but it is a great way to understand how quick and sharp the candidates are.

Finally score them

Classify the candidates screened, assessed and interviewed from the highest to the lowest score for an easy final decision and always use the Sales Ghost Calculator to find how much a bad hire will cost your organization.

By admin

Sales Professional's Guide to Acing Sales Job Interview

Sales professionals  find Job search not a fun task, especially in a turbulent economy all around the world. But, sales professionals are in demand right now to help businesses sell products and services. If you’re an unemployed sales professional, looking to get ahead of your competition here’s a few tips to help you  have a competitive advantage.

1. Research

In order to be prepared for a sales job interview, you should research and learn everything you can find about the company. They expect you to know what they sell and who they are selling it to. You’re sales professional, treat your sales job interview as a sale. Research your “prospect” to close the sale and get a competitive advantage towards thousands of sales job applicants like you.

  • The internet is one of the best ways to search for information and most companies have their own websites. Study the content of the company’s website; know their background, goals, and information about the executives.
  • Google the company and/or senior executives, you could also obtain news and additional information about the progress of the company, past projects and issues, and organizations to which the company belongs.
  • Review the stock market chart of the company. Since majority of shares are publicly traded, you could examine the recent stock price and learn the difficulties of its market over the past years. Knowing the strengths and weaknesses of the company will help you during the interview.
  • Study competitors too. When you read articles about the industry, you will find out who the leader is and you can find out the company’s competitors. Having this knowledge could help you during the interview since you could be able to justify how the company is better than its present competitors are. And even how you can help take company to a new level beating competition, usually for smaller companies. employers like you more when you show that you know how to read their competition and know how to create in your sales pitch the competitive advantage they need to win.

2. Attitude

Having the right attitude towards the interviewer and the sales job interview itself would ensure the position is yours.

  • Majority of successful sales professionals have a unique energy that you can feel. They command a presence and hold the attention of everyone. Be energetic about the job and interview.
  • Be enthusiastic. Since you have done your research about the company and its competitors, the interviewers will appreciate your enthusiasm and interest about the position.
  • As a sales professional, use your persuasion skills to command the sales jon interview and help you “sell” yourself to the interview. Show them your competitive advantage.

3. Preparation

The position you desire could be yours as long as you show up prepared.Prior to the sales job interview:

  • Create a presentation by researching the products and services of the company. Be prepared to speak directly and intelligently about the company and the industry.insert in your presentation a clear competitive advantage they have against their competition.
  • The fact about sales is its all about numbers. If you are asked about your numbers, simply provide them with production reports, past employment lists or a W-2 form of your yearly earnings.

Before you go, remember, you’re a sales professional. Sell yourself to your interviewer, he’s just another prospect you need to sell yourself to. Handle objections and rejections as if you’re handling a prospect. Many interviewers want to see how well you can handle tough conversations, objections, rejections, and your overall performance.

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Do you get lots of “may be”, “let me think” or “I will think about it” after your first call with prospects?
What happens to a prospect when they go dark and getting to the real objection.