Everyone is searching for answers on how to sell in a down economy. Many feel that the sales game has changed, but in reality the economic challenge has forced sales people to improve their skills and refine their approach.
Many business executives focus their search for sales management candidates from within their industry. They are restricting their ability to find the right person for the role.
Where a sales person invests their time is directed by the compensation plan put in place. While many look at sales compensation as a one-dimensional issue, there are actually three core components to consider when developing the plan.
The offer phase of a sales talent screening program takes preparation and finesse. The good news is that there are many parallels to sales that can be applied to this phase.
One of the biggest mirages in sales is the proverbial rubber stamp. Sales people believe that they have won the business, but have left a deal-killer in play.v
If you are in sales, pursuing a new job is much like pursuing a sales prospect. Your marketing tools have to present you in the most relevant light. This article tells you how to effectively use them.
Motivation is one of the biggest keys to developing successful teams. Every day strong skilled teams are beaten by lesser skilled ones loaded with heart and desire. But who creates the motivation for that to happen?
People are often told to “be a leader,” but what does that mean? How do people know how to act as a leader when no one defines it for them? There is a simple mantra that defines leadership.
Every sales person needs to improve their approach in tough economic conditions. A little R & R is in order and it’s no vacation!
Channeling the energy of your sales team can be challenging. How you compensate them determines where they invest their time and the results you receive.
Sales managers are expected to be able to develop their new hires. The traditional approach presented by new hire training fails to produce the results companies need. Reduce the amount of time it takes for your new sales people to generate revenue by creating your Revenue Accelerator Program™.
Companies, when they interview, focus their attention on learning about the candidate. However, equal importance should be placed on the candidate interviewing them so that both sides can make a solid decision on the relationship.
Companies spend tons of money trying to attract sales talent through job boards, yet they impair that campaign with what they put in their ad.
Companies think that once the sales person agrees to join their company that the goal has been accomplished. The truth is that this is only one more step of the process and there is still much work to be done.
Many confuse the purpose of a job advertisement with a job description. These are both valuable tools, but are not replacements for one another.