As we work with companies across the country and this topic is introduced, what’s interesting is the resistance that we often receive. The pushback typically comes in a number of different variations. One reason that we will hear is, “Hey I'm a veteran. I've got 20 years of experience. I've been down this road before. I know what I'm doing.” Another excuse we hear is “Listen, I'm really busy. I have a lot going on. I have a lot of calls I need to make. I don't have time for this.”  Other salespeople will say, “I'm just going to wing it. I will rise to the occasion.” And that last one makes me chuckle, and my answer is respectfully, you will not rise to the occasion. Here's what you're going to do. You're going to sink to the level of your preparation, which in your case, might be none or very little.

Sure, there are many things that a salesperson has to do well to be effective and drive consistent results year after year. You have to know your stuff, and you need to be charismatic, and be able to connect with people. You need to build relationships. You need to sell consultatively. You need to be asking all the tough questions. All of that is true. But most importantly, for your prospect or client’s sake, is that you've got to be prepared. It must matter to you enough that you will not think of a sales call as just a sales call. It must matter enough to you that you are at the top of your game every time you roll out into the field and you roll up to a prospect. You're not going to rise to your level of the moment, you're not going to rise to the occasion. That's the athlete in college telling the coach, "Put me in, and I'll show you what I can do." And the coach saying, "Why don't you show me what you can do in practice, and then I will put you in." That's the role of an effective sales leader and coach.

Let's dive right into this best practice of pre-call preparation. Are you or your team doing this or not? And if you're doing it, how well is it going? What is the current status of pre-call planning? Is it something you do all the time? Is it something you do only when you have the time? Is it having the intended effect of increasing your confidence as you go on the call and increasing the effectiveness of your questions while you're on the call?

Let's talk about combustion points. A combustion point, loosely defined, is any opportunity in the delivery of a company's products or services where something can go wrong. There are many things that can go wrong on a sales call. And the purpose of pre-call planning is to engineer out those combustion points. It is designed to not only minimize them, but also to give you a much greater sense of confidence so you can go into that call and get done what you need to get done. We would define that as being very consultative in your approach, asking lots of robust, fierce questions, and being a great listener. And if you don't pre-call plan for that, it is very likely that when the heat's on and it matters the most, you're just going to defer to whatever is known, whatever is comfortable, and whatever is easy. And for most salespeople, what is known and what is comfortable and what is easy, is to talk. They talk way too much.

A good ratio might be 80/20. 80% of the time it should be the prospect talking and 20% of the time it should be you talking. And your 20% of the time talking should be spent asking the questions that then get your prospect to spend 80% of the time talking. That's how it should work. Imagine a sign over your prospect's head that is flashing, wait, wait. And that is an acronym for “Why Am I Talking?”  

If you are convinced that your team needs a structure for pre-call planning, you can download a free worksheet HERE!

In your role as Sales Leader in your company, you probably have asked this question of your sales managers or asked it of yourself in some variation: Why are Some of the People that You Hire, Train, Coach, Pay and Invest in Performing at a Level That is Lower Than Expected?

Certainly, you did not hire them with that intention.  When a potential new hire is brought to you by someone in your organization, they are typically described as:

• Highly successful
• Carry themselves very well
• Interviewed great
• Can be a top producer
• Has a great resume
• Has an awesome network
• Will fit our culture really well
• Will cost us more than we budgeted, but worth it

Never once did someone say to you that the person should be hired because: 12 months from now, they will be performing solidly in the middle of the pack. That wasn’t the intention, but it happens, alot.

The first step is to assess the current state of your sales team. If your numbers are like most, we get the chance to look at, then your sales team adheres to the 80/20 rule so you must get your arms around your numbers and figure this out for your company.  Once you have that data, ask yourself these questions:

• If this is true, then why do I have the other 80% of my sales team?
• Why is 80% of my team only generating 20% of my revenue?
• What are they doing or not doing that is getting that result? 
• What is my sales management environment/sales manager doing or not doing that is contributing to this outcome? 
• How long has it been this way and why?
• If this is true, then what should we be doing to correct the problem? 
• Is it a goal problem? 
• Is it a hiring problem? 
• Is it an on-boarding, training, development problem? 
• Do we have a process in place to help people succeed at the level we thought they would when we hired them?
• Is this a have-to-fix problem?

Once you get your arms around the data, you will gain some business intelligence and insight as to where the problems are and why they exist. Failing to do this data analysis is akin to trying to diagnose a medical problem without going through diagnostics on the systems responsible for good health!  As you attack the answer to these questions for your organization, we challenge you to take action. You don’t have to accept the status quo. The Pareto Principle does not have to thrive at your organization.

One of my most treasured memories of my younger days was buying and trading baseball cards. Perhaps I am being a bit too nostalgic, but those days were good days, and growing up in Cincinnati during the 1970’s I was a huge fan of the Cincinnati Reds and the Big Red Machine.

I particularly remember studying the back of each baseball card because it told the story of each player. And I can still recall the quote “everybody plays to the back of their baseball card” which is a reminder that year over year statistics can be used to forecast future performance.

In our business, one of the greatest sales challenges that most companies face is how to properly gain insight from sales data. Some companies just chase a bunch of data without any regard for the story that the data tells. Other companies struggle when they launch sales coaching without any data at all which means they are simply guessing on both whether their people can improve and what it will take to cause that improvement.

Pull-Through Rate

All of that leads us to what we call the “pull-through rate.” Let’s start with not getting this confused with your hit ratio or close ratio. Both a hit ratio or a close ratio are computed in the same way by dividing the number of wins by the number of presentations or pitches. This sales data insight means a company that delivers 100 presentations and wins 30 new clients has a hit ratio of 30%.

What is Pull-Through Rate?

A pull-through rate is a different sales data insight altogether. It is calculated by comparing the relationship between first-time or initial sales calls and the number of wins. For example, a salesperson who has 200 first-time sales appointments and who winds up with 30 new clients has a pull-through rate of 15%. For years Anthony Cole Training Group has taught that most prospects are not qualified to do business with you and the numbers across the country support that conclusion. In fact, our own pull-through analysis supports that conclusion as our pull-through rate runs around 20%. Nearly 80% of all the firms we have initial conversations with never become a client of our firm.

Pull-Through Rate Example

Finally, one of the most interesting parts of the pull-through sales data insight is that it allows your sales team to “dollarize” each sales call. For example, if your average sale is $50,000…and your pull-through rate is 15% then every time your team goes on that first initial call, they are in theory making $7,500 every single time they run a sales call.

Conclusion

I still have my baseball cards (at least the ones my mom did not throw away). And the back of each card still has the statistics that tell a story. What does the back of your salesperson’s card look like? Do you like the story it is telling you?

Create a Motivating Environment

The first step to motivating your sales team is to recognize that motivation is an “inside-out’ job. When the topic of motivation is discussed, we typically think about incentive compensation, sales contests, and recognition programs. All of these certainly encourage sales teams to focus on generating new business because these are rewards. However, you will gain true engagement and enthusiasm if you create an everyday environment that encourages each individual to identify and visualize their own internal motivation.

Salespeople do not care about corporate shareholder value unless they are shareholders themselves. What they care about is food, shelter, clothing, recognition, paying for college education or a wedding, buying a vacation home, etc. These are personal desires and make up the vast majority of things that are important to people. Therefore, the solution is to create an environment where this internal motivation can take place. See The Dream Manager book by Michael Kelly.

A salesperson’s motivation is one of five key factors that make up their Will to Sell. The Will to Sell Competencies measure a salesperson's overall drive to achieve success in sales. Without strong Will to Sell, it is difficult for an individual to change their habits or learn new skills. When hiring or developing salespeople, a manager must uncover how motivated they are to succeed in selling. We recommend a sales assessment by Objective Management Group, the pioneer and leader in the industry.

How to Set Motivational Goals for your Salespeople

The next step to motivating your sales team is to help your salespeople identify what is important to them, their goals. Make the effort to set up time off-site that is dedicated to planning and spend time developing each individual’s dreams and goals. This is time that you and they will spend ON your business instead of in it.

Create a process where people can establish personal goals because this is where true motivation, passion, and desire are born. Hence, it is from this process that each salesperson’s business plan must evolve.

You might position this process as though you are the coach and the salespeople are players on a competitive baseball team. Each of you has a part to play so that the whole team wins. When someone objects to the dream building exercises by saying something like “You are just going to provide a goal for me anyway so why do I have to do this?,” tell him that, as with a baseball team, each player must excel at his job so that the team can win and go to playoffs. Salespeople will understand this. If someone does not get this, he or she may not be suited for selling. Selling requires desire, commitment, and a need to win. Selling is a competition.

Create an environment where people get a chance to unplug, sit down and outline their goals and dreams; a time when both of you can establish timeframes and attach financial values to these items. Once you have attached financial values, you will know what level of prospecting and selling activity is necessary for each salesperson.

Create a Process to Track your Team’s Sales Success

It is not enough just to establish goals. A strong manager will create accountability measures to track performance along the way. We recommend holding weekly Huddles that are focused on the burning platform metrics that will drive success. Each company must establish what those metrics are. All must be present for the Huddle and report on the 4-6 metrics. This provides transparency of effort and success and provides you, the coach, with the essential real-time information you need to determine who needs coaching and in what areas.

Don’t forget to reward your people when they have a success. At our company, we have a big bell in the hallway that we ring every time we bring in a new relationship. It is LOUD and that is just the way we want it! As your people go through this process and identify their goals; as you sit down and establish your own personal and team goals, be sure to specify how you will reward and recognize your people as each of them achieve these goals.

Download your Personal & Business Work Plan below: 7 pages of free planning tools!

With today’s current interest rate environment, inflation and intense competition, many banks are struggling with a flat or declining deposit forecast. There has never been a more critical time for setting the strategy, implementing a plan and leading the charge for deposit growth. Here are 3 steps your bank can implement that are working for community banks across the country to drive growth.

• Set the Strategy: Leadership must be clear as to the best strategies to drive growth and communicate those clearly, train around the strategy and monitor results. Several current growth strategies include focusing your people on deposit rich industries and creating teams of expertise for serving those clients. Small and mid-size businesses are looking for experts and advice in their industry so this is a long-term focus. Another strategy involves the much needed “financial wellness” advantage that banks inherently have but do not often leverage.
  
  Recent studies indicate that less than 40% of consumers think they are on track to meet financial goals. Your people must be trained on how to navigate from a transactional event to a broader exploratory conversation.
  
  A third strategy to consider is better utilizing the power of rewards checking programs. Having well trained frontline personnel ready to effectively communicate the benefits to adding additional accounts to receive benefits can be a game changer. In fact, one recent study validated that there is a direct correlation between the success of a rewards-checking program and the level of employee engagement. Setting the strategy is crucial to leading the charge for customer acquisition and driving deposit growth.
  
  
• Implement the Plan: Keeping the plan simple and visible are two keys to its’ success. Implementing a Success Formula by region, branch, and individual like the sample below is one way to clearly establish the goals and gain the engagement from the branch CSR, as they help establish the activity goals. 

The Success Formula helps the individual and the bank understand where the problem areas are, such as not enough outreach or not enough appointments. By monitoring and updating the Success Formula, the branch manager can help coach their people for skill development, which of course is the long-term goal. Implementing a plan to establish goals and monitor success is key to achieving success with client acquisition and deposit growth.

• Leading the Charge: Often referred to as Shadow of the Leader, one impactful way to lead the charge is to engage and share how you, the leader will contribute to the growth goals. In most markets, bank execs are very connected to the community and have enormous opportunity to connect and drive new business and growth. Leading the charge should also be through holding Huddles with your teams focusing on specific, established burning platform metrics.  Everyone attends the weekly huddle, reports on activity, no excuses. It is a great way to keep the focus on this important initiative and can create a team friendly and competitive environment.
  
  The most important component in leading is the ability to not accept excuses. When faced with reasons why they cannot perform, consider asking your people this question; “If I did not allow you to use that as an excuse, what would you do differently?” You may well be surprised with what your people can do when they are forced to take responsibility for their activities and goal attainment.