Category - Social Media

Raw Talent

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If there were one thing I could emphasize to C-level executives is that starting

 

with the right people, the best people, is the key to everything. Yes there are lots

 

of other important factors, if there wasn’t, I wouldn’t have contents for the book,

 

but I often get asked to “train-up my salespeople”. When I ask a few questions I

 

learn that they are just not trainable. Not everyone is trainable and probably for

 

different reasons than you might think.

 

There are 3 things that make salespeople successful.

Those things are

Attitude, Activities and Approach.

These are the three ‘secrets’ to sales success.

 

 

Are they secrets? Of course not but I am amazed how often they are not adhered

 

to, therefore, maybe they are secrets.

 

To me the most important is the first one; ATTITUDE.

 

 

Attitude is the belief in yourself, your environment, your work ethic. It’s that fire in

 

your belly that makes you do whatever it takes to get the job done. No excuses,

 

no “almost” no sort of, no close but not quite there

 

Attitude is the real deciding factor in success. That being said are there some

 

things, some raw talent that helps move this along better and faster? You betcha!

 

Pay attention here if you have any mediocre salespeople. If you do,

 

ask yourself why. Let me answer it for you, because you allow it! That’s right.

 

Your fault. You. No one else. Let me tell you a story to help illustrate this point.

 

 

 

Raw Talent.

 

Our son was recruited in 2012 to play for the Kansas City Royals as a left-

 

handed pitcher. Of course he began in the minor leagues. His first week in

 

Arizona was an exciting one. Barely holding in his excitement, he proceeded to

 

go on the field to work with the pitching coach early in week one.

 

Immediately after the introductions and hand-shake niceties Clayton began

 

showing the coach his pitches. “I was really known for my change up. I also have

 

an excellent curve ball”. He could barely contain himself in anticipation of what

 

the coach would say.

 

After he threw his pitches and looked at the coach for his endorsement, the

 

coach began the conversation like this, “ Clayton I don’t give a “darn” (expletives

 

replaced) how you pitched in college and I sure don’t care that you were known

 

for your change-up. We hired you for your raw talent boy. We didn’t pick you for

 

your fancy pitches you threw in school! I will teach you how to throw a curve ball

 

and that change-up? Forget it! You will do it my way and I will make you a pro

 

player. You don’t like that, you can leave today!”

 

 

When he called home with his tale between his legs and told us that story, I

 

explained that was a good thing. If all you had were your pitches, he didn’t have

 

much to work with to make you great! They see something in you that is the

 

makings of someone great. That is to be proud of.

 

The moral here? In business, hire for RAW TALENT. These are things like

 

confidence, bravery, desire and commitment. The rest can and should be taught.

 

If you hire off of a resume of someone who has sold, you may be looking over

 

Someone that can…you may be missing the boat!

Top 5 Hiring Mistakes #Top5Fridays

Top 5 Hiring Mistakes

 

  • (1) Looking for new employees when one is leaving.

top 5 hiring picture 1

I think we all know the value of a good employee. Make no mistake, if you hire (and manage) right, your organization runs like a

well oiled machine and I defy anyone to argue that. “Get the right people on the bus in the

right seats” the famous quote from the top-notch book Good to Great by Jim Collins. That

being said why are we looking for employees only when we “need” one. You always need

them if they are great and greatness doesn’t come along only when you are looking so be

looking all of the time.

Our biggest problem with looking when we “need” someone is the desperation factor. We

often hire to fill a need by hiring “the best of the worst”. When we are feeling pressure

from a department or another employee to lighten their load we often make a decision not

for the “best person” but the “best for right now person”. This will hurt you in the long run

every time.

 

2)Hiring off of a resume’.

top 5 hiring picture 2

When I say it is a mistake hiring off of a resume’ I don’t mean to presume you actually hire when a good resume comes in without other important considerations. What I do mean is being impressed by the background they have had; whom they’ve worked for and what they’ve done. Background is less important then things like eagerness to learn, commitment and desire to be successful. Hire for attitude, train for skill.

 

3) Hiring in your image.

top 5 hiring picture 3

Allowing the likeability factor to take over the actual decision of the best candidate. We like people that are like us, that we relate to but in hiring that is not to be used as a gauge. We all make decisions emotionally, meaning we decide on things in our life business and personal by our gut, by what we feel. In some cases it’s enough but in the decision of hiring someone to help you grow your business, there needs to be much more then you like them.

 

4) Selling the candidate on the job.

top 5 hiring picture 4

We are passionate about our organization and all of the good things that we offer. Because of that, we sell the candidate on how great the job is instead of really qualifying them first. One of the most important things we need to do in an interview is to ask good questions and listen for the answers. It is called an interview for a reason. Do not get caught up in telling the candidate all about the job, what it takes, the duties the company benefits etc. Do not get caught up in this sale. You may find out too late the things you could have found out upfront.

 

5) Overlooking a teachable, trainable candidate for one with “experience”. (A topic discussed on the #SELLutions podcast episode 1)

top 5 hiring picture 5

The idea of hiring someone with experience is sales is understandable. It seems like a good idea for someone who can just fit right into a job and start off fast and furious. This is often not the case, though it takes more work and effort to train someone it often proves to be much more lucrative in the end because you have taught them in your way. Unfortunately sales people seem to have more bad habits then good ones when they leave a job. Though this can be an overstatement it is more often true then not.

 

The key is to be looking for someone better then your best person, all of the time. If one of your salespeople said to you that they were going to look for new business only when they lose existing business, you would probably fire them. Then don’t do the same thing. As an executive, your prospecting responsibility is looking for top-level salespeople all of the time. Not just when you lose one.

 

How’s your organization doing? Take a free assessment and find out;

www.CorpSalesTest.com

 

 

 

Greta Schulz is President of Schulz Business, a sales Consulting and Training firm. She is a best selling author of “To Sell IS Not To Sell” and works with fortune 1000 companies and entrepreneurs. For more information or free sales tips go to www.schulzbusiness.com and sign up for ‘GretaNomics’, a weekly video tip series or email sales questions to greta@schulzbusiness.com

 

 

It’s All about the Process.

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It’s about the process

 

Ryan, a software sales rep, had been having a rough day. He’d been bombarded with questions from several customers and gotten behind on work that he needed to finish before the end of the day.

He then got a call from Wayne, a prospect who introduced himself by saying: “I’ve heard great things about your engineering software package. I saw a demo about a year ago, and was not in a position to purchase it at the time. But since then, it’s become very apparent that I need to integrate it into my system.”

“Wow,” Ryan thought. “This will be easy. It’s about time something went right today.”

Then, Wayne said: “I need to know about the cost, the tech support and how soon it can be installed.”

Ryan immediately went into his pitch. He discussed tech support in detail, covered availability and other options, and explained that the price was $12,000, with 30-day terms.

Wayne’s response was unexpected. He said that $12,000 was quite a hefty price tag and he needed a couple of days to think about all of this more carefully. He’d call Ryan back next week.

Ryan did a double take. “What just happened?” he thought. “This sale was in the bag, a sure thing. He really needs it and now he’s thinking it over? He said he needed the software right away.” And that was the end of the call.

 

So, what happened? Ryan got lazy, plain and simple. He thought Wayne was sold. He thought that all he had to do was give him the information he needed, then write it up. He got fooled into assuming the sale without doing the work. He never got Wayne to talk about why he was looking now, with what seemed to be a real priority about buying the software. The entire transaction was conducted at the intellectual level, without any real understanding of the true need.

So, what happened? Ryan was lured into taking shortcuts. He mistakenly thought the prospect’s enthusiasm was a sure sale.

 

You need the time to qualify the prospect and make sure he’s real before giving out information or making your presentation.

In Ryan’s case, a couple of questions would have made a world of difference. He might have said: “Before we discuss pricing, help me understand why this software is so important. I want to make sure the application is correct for you. Would you mind if I ask you a couple of questions?”

It is so important to gather this information before you discuss price so you can truly have an understanding of not only why they want the software, but the consequence of not installing it.

Once you give away your information – whether on the phone, in a presentation or in the form of a proposal – you have given up any form of control and are at the mercy of the prospect.

Remember: It’s not about the sale; it’s about the process.

 

Greta Schulz is known as one of the best top sales speakers and trainers in Florida. She has made a name for herself in the sales training and business training community. From her best selling books to her weekly updated blogs and articles she produces nothing but the best Sales Tips for you.

For more sales training tips and tools, or to ask her a question, go to www.schulzbusiness.com or email greta@schulzbusiness.com.

 

Best Selling Author Greta Schulz joins GoDaddy Garage

GoDaddy

September 22, 2015

For Immediately Release;

 

Greta Schulz Joins The “GoDaddy-Garage”

Greta Schulz is now a contributing editor and writer for the “GoDaddy Garage”. “The Garage” is a new blog that GoDaddy is publishing that will have in-depth articles about web site development, online sales, content marketing, and the use of WordPress with GoDaddy along with other helpful information. The articles will be written for newcomers, on line marketing veterans and everyone in between.

Schulz is an experienced marketer and is president and CEO of Schulz Business SELLutions, located in Palm Beach, Florida. In addition to her own business, Schulz is a national columnist and writer of “SELLutions” which can be seen in over thirty business journals across the country. Schulz was also a contributor to the New York Times best selling book entitled “Masters of Sales” along with a bestseller she penned herself called “To Sell is NOT to Sell.” She works with small businesses as well as members of the FORTUNE 1000. “I was very flattered to be asked to join The Garage at GoDaddy,” she said. “GoDaddy is one of the most well recognized brands of any type anywhere, and the leader in the Internet e-commerce business community. I am very excited about writing for them.”

As a nationally recognized expert in sales, Ms. Schulz helps organizations of all types improve sales and build business referrals. She is also in demand as a motivational speaker for companies and organizations around the nation. Ms. Schulz has a business degree from the University of Miami and is the married mother of three.

For more information go to:

press@SalesExpert.info

www.SchulzBusiness.com

Is social media killing our sales skills?

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NOW WHAT?
Recently, I spoke to an organization that spent an ungodly amount of time, energy and money on Social Media to create Lead Generation. So my question was, “Now what?” they said, “What do you mean?” I said “Okay, so you got a whole bunch of people calling you or contacting you through a web form, email etc. How’s your closing ratio?” They looked at me like I had three heads. The issue is a simple one, just because we believe that we have found a new way to generate business, it is not generating business…alone. Lead generation is Interest; lead generation is getting people to the door. Are they coming over the threshold and are you closing the door behind them? That’s a very important step. One without the other will result in no revenue.

Between Twitter, LinkedIn, Facebook, Google and Bing ads on any of the Social Media sites, or email-marketing powerhouses like Infusionsoft, (which I personally use) amongst other things we do today to build leads is it really working? That’s one question. If we’re doing all of the things that we need to do in Social Media and all the ‘white noise’ is going out, what is it bringing us? Well, it should be bringing us Leads. It should be bringing us Emails, filling out contact Information or a website, web forms and phone call, and if that’s happening, Great you have reached step one. This is a very important step but it is ONLY step one. The million-dollar question is “Now What?”

It’s important to make sure that we know once people contact us or when we contact them back, we are using the right process to follow up from any kind of lead generation that we get. Are we setting some ground rules at the beginning of the conversation? Are we asking well? Thought provoking open-ended questions to engage them and truly understand their needs beyond what the told you? DO we have a true picture of all of this before we have the cost conversation and do you clearly understand the next step and what that means as opposed to just “checking back” or following up with them? It’s important to understand that when someone contacts you, they are often contacting several people within your industry. You don’t have a relationship built, there were just some low levels of interest that got them to contact you. Is it better than you calling out cold? Well certainly it is but you still needs the same attention to process as you always did. Getting somebody to call you is only the beginning. So, what are the other steps: What are we doing when we contact them or they call us. Are we using the process properly?

Here is what we typically see.  When we get them on the phone, they will typically ask you a simple question that I call a “Wall Question” which is they put up a wall and the question sounds something like this “Hey, I see you guys sell widgets. Can you tell me if I bought a hundred widgets what that would cost?” and we say, “Sure, let me look. What can of widgets you are looking for?” “We’re looking for widget A or widget B.” “Okay well, widget A would be $75,000 for a hundred widgets and widget B would be $82,000. “Oh, that’s a lot of money.  “Well, maybe I can do a little better.” You negotiate a price and they say “Okay sounds good, ah we’ll call you back” Or “Sounds good, can you send me a proposal / price sheet/ some more information?”   We get their email, we send that information in writing and cricket, we never hear from them again. We try to contact them back, they don’t contact us. We try to call them, they don’t take our call, and we leave messages. Sound familiar? Of course, it does.

The same situation that happened before when you did your prospecting more proactively occurred. Prospecting hasn’t changed. Sales and the sales process haven’t changed just because they’re contacting you.  In fact, I would say that it is more difficult now because we are not as on top of our game since they contacted us we feel it is a ‘hot’ lead. Not only do you need to do a good job on working on the sales process in closing the sale, you need to do a better job than you ever have before because remember, they have control. They’re the ones that are calling you but they’re also calling your competitor. So they’ve done a little homework, they know who’s out there and they know what the pricing is out there. That’s where the sale process comes in. If you don’t have a process, you’re going to fail whether they’re lead generating through Social Media or not.

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