What prompted this article was a post from Jeff Ferraris, a program manager for CUSO Financial Services in Austin,Texas. The article – "Leading With Planning: Master Financial Planning With These 6 Steps" – takes investment advisors through a best practices process to have success implementing financial plans for high net worth clients. Aside from the ‘know how’ and the licensing required, what else do your advisors need in order to be successful in their role? 

There are many answers to that question but generally speaking they need to have these sales capabilities:

• Hunting
• Qualifying
• Being a Consultative Seller
• Presenting
• Closing
• Farming or account managing

Need to know how your team measures up against the
best in your industry?
Click here to access Objective Management Group's Stat Finder.

I’m going to focus on the skills required for success when qualifying and selling consultatively. Below are two charts of the competencies necessary to be successful in these two capabilities.

The Qualifier Skill Set

The Consultative Seller Skill Set

As you can see there are multiple skills that make up the competencies for Qualifying and Consultative skill sets. In this scenario, and not unusual in general, of the 55 salespeople evaluated, 22% of the group had enough consultative skills to be effective and only 30% had enough qualifier skills to be effective.

What impact does this lack of skill in these two areas have on investment advisors and the ability to successfully execute a strategy of using financial plans? Broker dealers that are attempting to help clients improve both the quantity and quality of their plans must get to the root cause of the problem.

Here are the 3 BIG weaknesses in the Qualifier Competency:

1. Talking to the decision maker: if your investment advisor fails to meet with the decision maker– UP FRONT– then it will impact the sales cycle duration and the closing ratio.
2. Uncomfortable talking about money: Investment advisors often don't have to worry about discussing money. If you think about the challenges your advisors face when presenting a financial solution, many don’t close opportunities for risk products because they encounter a money objection and aren’t comfortable talking through price.
3. Self–limiting beliefs: If your advisors don’t have a financial plan, if they don’t own individual disability or long-term care insurance, if they are way under insured for life insurance, how committed do you think they will be recommending it to a client?

And here are the 3 BIG weaknesses in the Consultative Seller Competency:

1. Ask enough questions– Executing the financial plan process is more than asking how much. The effective IA must ask a ton of “why” questions.
2. Demonstrates patience– The very nature of most advisors is to close the sale they have in front of them– the transaction for the IRA roll-over. How does that support the 90-day process of financial planning? It doesn’t.
3. Maintain healthy skepticism– If your IA believes everything the client is telling them then they will never ask about other advisors, the other assets, the real decision-making process, etc. So instead of a 6x multiple from doing plans they will pick up the easy money from the next maturing CD.

To find out more about how to effectively identify those advisors ‘wired’ for fee-based sales and financial planning, email alex@anthonycoletraining.com, subject line "tailored fit", to create your own case study by evaluating your top advisors.

Email jeni@anthonycoletraining.com to request a sample of the Coaching Findings form from the Objective Management Group’s Sales Effectiveness and Impact Analysis. 

Mark Trinkle, our President and CSO, suggested I read a book by Seth Davis titled “Getting to Us: How Great Coaches Make Great Teams.” If you are a sports fan, or a fan of stories about how athletic coaches achieve success, this is a great read for you. But what really matters about this book are the stories around how these coaches achieved success and how they continue to do it today.

By “do it” I mean- how do they take a collection of people and get them to sacrifice individual objectives and come together to achieve great things? You will find that there are similarities in all of the coaches when it comes to drive, passion and an obsession with the game they love. They all have their own styles, quirks and mannerisms. But the ONE big thing they all have in common? COACHING!

They all believe that in order to get talent to perform at it’s very best, to perform at the level expected of them, regular coaching is required. One coach in particular caught my attention when it came to the coaching aspect of their success. That coach is Jim Boeheim – head basketball coach at Syracuse. In the book, he makes a comment that at Syracuse they don’t have the same draw to get those McDonald's All American kids that Duke, Kentucky, Michigan and Kansas have. And so, with the kids he does have, he really has to ‘coach them up.’

COACHING COMPETENCY

What does it take to be a great coach? First it takes managers that have the coaching competencies you see above. All 12 of these skills/behaviors are critical to effective coaching but the competency listed at the very top is the most critical! If a manager has ALL the skills but doesn’t coach and debrief consistently, then the rest doesn’t matter.

Second, you have to have a GREAT coaching environment. As you can see below, 80% of the team is coachable but only 12% of the managers believe they are respected, trusted, and have strong relationships with producers.

And finally, you have to have coaches that are focused on the right things:

• Opportunity coaching
• Coaching to challenge
• Tactical sales
• Strategic sales
• Sales process

Absent coaching in these areas creates an environment where salespeople are prone to repeat mistakes over and over, fail to improve skill or change behaviors.

To reference back to Coach Boeheims' story about Syracuse- your situation is probably similar. You don’t get the chance to recruit the McDonald's All American sales dudes or dudettes. You get good people but they need coaching- and lots of it! Having said that, keep this in mind—even though Michigan, Kansas, Kentucky, UConn (Women's Basketball) and Duke get the best of the best- guess what? They still require coaching!

If you need to figure this out, to grow and reach your sales growth opportunity, sign up for our free live broadcast on "The 8 Strategies to Reach Your Company's Sales Growth Opportunity". We will be sharing a research based methodology to sales management that you can execute on immediately!

How does your sales team compare to others around the world and in your industry? Click HERE for a free analysis.

Imagine being in an executive committee meeting for your company and you’re having the budget discussion. Part of that budget discussion includes revenue. Assuming that the company you are part of is a growth-oriented organization, there will be a discussion about revenue growth – part of that being organic sales growth. Our sweet spot is organic sales growth, so let’s focus on that.

Using the Sales Effectiveness and Impact Analysis (SEIA) from our partner, Objective Management Group, we help companies identify where the sales growth opportunities are within their company. The SEIA consistently answers 4 critical business questions:

1. Can we be more effective?
2. How much more effective can we be?
3. What would it take?
4. How long would it take?

The findings here answer several questions. One of which is: What are our current sales capabilities? The chart above identifies two important findings. 

The RED area identifies the current sales competencies and the GREEN area represents the potential for improvement in sales growth if a company focused their improvement efforts on these areas. Understand that these are symptoms and not root causes. Treating/training the system will maintain the current status but will do little to nothing to drive growth. Identifying the root cause for the current sales capabilities still need to be addressed!

As I have said to hundreds of sales executives and sales people over the years – “Your organization, your business, is perfectly designed for the results you get today.”

So imagine for the remainder of this article that this one chart represents your company. 

The sales competencies of the sales team are 1 of 13 different factors that contribute to a company that generates the $15M in new sales to your company. You might be thinking – “Tony, given some time to think about this I probably would have arrived at the same conclusion(s) that your evaluation has. So we need to get better at hunting, qualifying, consultative selling, selling value and closing?” Yes, that is true- you might be able to arrive at the same information we did but that begs a question doesn’t it?

If you could have come to the same conclusion then why is consistent and predictable sales growth still a persistent challenge for your company?

Sales growth today requires science and research. A leader of an organization needs to be able to find a reliable way to expose the exact framework of how your sales organization is built and how it operates. The leader needs an in-depth look at the people, the process, the culture and the systems that are contributing to results. Then based on those findings, develop a more strategic and intentional approach to building, developing and training a high-performance sales team.

Need more assistance identifying what makes your top sales performers the best? Click here to register for an upcoming Live Broadcast on The Role of Benchmarking, EEOC Compliance and Predictive Sales Selection in Hiring Great Salespeople for Your Company. 

Before reading this article, please download our free e-book "Why is Selling so #%&@ Hard" to better understand the effort required to guide and lead your sales team to extraordinary results.

It’s been a few years since I’ve been in a Dave and Busters establishment. There was a time when I would go at least once a year. When I was younger, my source of entertainment was hanging out at sports bars with pool tables, shuffleboards and basketball games. About 25 years ago, that entertainment became watching my kids enjoy the arcade games Dave and Busters offered.

It was there that I learned about Whack–A–Mole and sales management. I really didn’t tie the game to sales management immediately. That is a more recent realization I have come to over the last 10 years as I’ve visited with executives who are trying to figure out sales growth (SGO) within their company. 

What I learned about Whack–A–Mole is that it did not require any specific talent. It did require effort – which requires no skill. And, it did require a couple of strands of specific athletic DNA:

1. Hand/eye coordination
2. Fast twitch muscle fibers

The same holds true for managing salespeople relative to effort. Putting forth the effort to coach and motivate people, as well as hold them accountable to performance, requires no skill. Let me repeat – THE EFFORT requires no skill. Therein lies part of the problem with growing your sales team.

With Whack-A-Mole, I never got a sense there was a systematic way to approach the game. The moles did not appear to be popping their little heads up in a particular sequence. They appeared randomly much like they used to in my back yard when I lived in Blue Ash, Ohio.

This is exactly what I observe and hear when talking to executives about identifying the sales growth opportunity within their sales team. Specifically:

• What is the ideal model being used to eliminate hiring mistakes?
• What is the coaching routine and methodology?
• What is the culture that helps foster motivation?
• When performance management discussions take place are they; consistent, punitive, additive and predictable based on exact metrics and standards?

The answers to these questions are what reminds me of Whack-A-Mole. There isn’t a consistency within the organization let alone consistency between one organization and another. To be clear, we do NOT work with broken companies. We work with companies that recognize there is greater potential within the organization and they realize that they need to figure out:

• What is our sales growth opportunity?
• What would it take go from where we are now to where we could be?
• How does our current team, systems and processes help or hurt our ability to close the gap?
• How long will/would it take?
• What would need to be invested to close our sales growth opportunity gap?

The problem of not realizing full sales growth potential exists for many reasons. Too many to cover in one article so I will go about the process by writing a series specifically dedicated to help you identify what it would take to close the sales growth opportunity gap.

If you haven't already done so, please download our free e-book "Why is Selling so #%&@ Hard" to better understand the effort required to guide and lead your sales team to extraordinary results.

Assuming for a second that when you think about hiring for a position in your organization, you are thinking about hiring the best- especially in the early rounds of looking for talent. No one reasonably goes about writing a job description like this: 

"ABLE Sales Company is looking for the most unbelievably average salespeople we can find. We already have enough top producers and those that are failing. What we really need are some people to bump up the middle of our bell curve. If interested show up and you’ll get a job.”

No, you are not looking for average- you are looking for people who can get your organization to the next level. You’re looking for the best of the best.

Which leads me to today’s story: I was listening to ESPN radio and tuned into The Golic and Wingo Show. They were sharing stories about the Baseball Hall of Fame inductees that a reporter (I didn’t catch the name but it might have been Tim Kurkjian) had heard from each during his time as a sports reporter. I would like to share 3 of those stories with you today and how they are great analogies for recruiting the best of the best.

(Image from Getty Images)

Vladimir Guerrero: Vladimir is a Dominican born in 1975. He arrived to his first professional baseball try-out on a bicycle. He was wearing baseball shoes that didn’t match and one was so big he had to stuff it with socks so that it wouldn’t slip off. He was on the field for 5 minutes hitting, throwing and catching when the scouts told him he was finished. They signed him to a contract and now he’s in the Baseball Hall of Fame. So, how does this relate to recruiting talent?

• When you got it, you got it
• Don’t judge a book by it’s cover

Trevor Hoffman: Trevor was born in Bellflower, California in 1967. When he tried out to play professional baseball, he did so as a shortstop. However, after a few minutes of taking the infield, somebody told him he was terrible as a fielding shortstop and he was a weak hitter. They said if he was going to make it in the pros he might want to try pitching. He did and now he’s a Hall of Famer. What’s the hiring lesson here?

• When interviewing people don’t be afraid to push a button that might upset them. It’s going to happen in their sales career anyway so you might as well find out how they are going to react. Will they absorb the challenge or get emotional?
• Every candidate you interview and eventually hire is going to come with some warts. What you want to know is – are they coachable?

Chipper Jones: Chipper was born in 1972 in Deland, Florida and played his entire career with the Atlanta Braves. Chipper was the #1 MLB draft pick in 1990. As the story goes, the Braves were ready to make him an offer but his dad was encouraging Chipper to hold off because he could probably get more money from another team. Chipper told his dad that he wanted to be the #1 draft pick and that the money didn’t matter. He knew that he was going to be successful and that he would earn his ‘big’ money based on his performance rather than what another club thought he was worth today. Again, why is this important when hiring salespeople?

• You have to be patient. Just because it’s hard to find the right person, doesn’t mean you should hire one that is close. Close enough isn’t good enough (you already have some of those on your team and you don't need more).
• Hire people that are willing to bet on themselves. Often recruiting managers, HR, and recruiters shy away from those that don’t exactly fit the pedigree. When interviewing and working the compensation into the hiring contract, be bold enough to challenge the candidate to put some money at risk. If they are as good as they think they are they will make up for it in spades in the long run.

There is nothing easy about hiring. If you listen to the stories of these recent inductees you will find that there was nothing easy about getting into the Hall of Fame. Congratulations to the 2018 MLB Baseball Hall of Fame Inductees: 

Chipper Jones

Vladimir Guerrero

Jim Thome

Trevor Hoffman

Jack Morris

Alan Trammell

Need more help hiring the best of the best? Download our free Recruiting Success Formula document and Interview Questions guide to improve your recruiting process, today!

Also, click here to complete the Objective Management Group Hiring Mistake Calculator.