ACTG Sales Management Blog

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5 Commonly Overlooked Sales Tools

Posted by Tony Cole on Wed, Feb 13, 2019

In a business world filled with an abundance of technologically advanced CRM tools, there are 5 tools that salespeople must use and sales managers must implement throughout their day-to-day activities and agendas, in order to be successful.

They include:

  1. Effective Personal Goal Setting
  2. The Ideal Week
  3. Sales Process
  4. Huddles
  5. The Success Formula and the 10% Difference

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Do you have all the sales tools you need to succeed? If yes, then forget about this article and go to The Truth About Prospecting.  If you feel you don’t have the tools, or the tools you have are not getting you to your desired sales results, then read on.

I was first introduced to sales tools when I was recruited into the Life Insurance business by David Zimmerman. That tool was the One Card System developed by Al Granum of Northwestern Mutual Insurance. Al’s process of tracking and holding insurance agents to a formula for success is legendary in the Life Insurance industry and is the basis for most CRM strategies used today. Simply stated, Mr. Granum’s research identified that an agent needed 10 leads (suspects) to generate 3 prospects (who will participate in a full fact-finding meeting) to get 1 client.

Over the years, I have seen many variations of this but ultimately the objective is the same. Help a salesperson understand exactly what they need to do to hit their objectives. But this tool by itself is not nearly as effective as when combined with other tools.

Despite all the fuss with sales force automation, lead generation and pipeline management, we know the following to be true: 

  • 33% of the production team is responsible for over 90% of sales results
  • 67% of the team is responsible for less than 10% of the sales results
  • None of the 67% were hired NOT to succeed

So, what is the problem? Why the variance of performance when all these tools purchased and implemented were supposed to fix sales? Here are the 5 commonly overlooked tools that salespeople must use and sales managers must implement.

#1: Effective Personal Goal Setting- Too often companies establish goals for their sales people and then 3 months later the argument ensues about ‘whose goal it was’.  Goal setting must be a personal activity. This is what drives internal motivation and it is internal motivation that keeps your people focused on shareholder value. Spending a day with your people with a thought-out plan to help them focus on personal goals and a corresponding work plan is the bases for the other 4 tools. 

#2: The Ideal Week- We conduct a full-day session on helping companies drive internal motivation and eliminating the excuse of - “I don’t have time”. The reason salespeople don’t have time to do the required and necessary lead generation activity is because they don’t control their business. They sacrifice pleasing outcomes for pleasing behaviors. In other words, instead of sticking to their schedule and making calls at 10:00, they take the inbound customer service call.

#3: Sales Process- Our data shows that over 85% of elite sales people (only 7% of all sales people) use a milestone-centric sales process. The first step in the journey is to get a name, the last step in the journey is to get a decision. Everything else in the middle must be identified as a step and measured.

#4: Huddles- Think of huddles as a communication system that allows the user and manager to collect real time information so that real time feedback can be given, or realized, and real time coaching and instruction can take place.

#5: The Success Formula and The 10% Difference- This is simple math based on the theory of Mr. Granum but a little more granular. 

Topics: development of sales, predictable sales growth, sales motivation, no excuses, sales skill, sales acceleration, salespeople

How Do I Motivate My Salespeople?

Posted by Tony Cole on Thu, Dec 13, 2018

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Ineffective motivation of the sales team is not uncommon and it is the subject of one of the more frequent questions people ask me: “Tony, how do I keep my salespeople motivated?”  My first response is normally a question in return:  “Do you know what motivates your people?” 

The most common answer: “Well, uh, yeah, I think so.”  I cannot help myself when I ask, “Do you know or do you think you know?”  Their most common answer: “I think I know.”

With that in mind, how do you possibly motivate people when you just think you know what motivates them?

What we know about motivating salespeople is that it has changed over the years.  When we first started evaluating sales teams using the #1 Sales Evaluation Assessment – Objective Management Group Sales Evaluation and Impact Analysis – the findings told us that people were externally motivated.  Motivation was money and the things money can provide.  Today, however, we see a different set of results (Read this HBR article on motivating salespeople).

The current findings tell us that sales teams are highly motivated to succeed, but the source of motivation is internal rather than external.  They are motivated by a job well done. They want to be recognized for success and they are motivated by achieving their own personal standards for success and achievement.

I was 9 years old when I walked off the football field the very first time.  I had just finished practice and my dad was waiting on the sideline for me.  He asked me what I thought and I told him I loved it.  “Someday I’m going to go to college to play football.”  Dad asked me if I was sure and I said “yes.”  He then told me, “College football players are in great shape so, if you are going to play college football, you’ll have to be in great shape. Take off your helmet and shoulder pads and start running some laps.”  I followed his advice and I ran laps every night after practice to get in shape to play college football.  In February of 1973, I signed my letter of intent to go to the University of Connecticut to play for the team.

My dad – my manager – knew my goal and used that occasionally to keep me on track.  Occasionally, when I would fall off the training wagon, he would ask me if I still planned on playing college football.  I would always answer, “Sure!”  He would then say, “Well, I wasn’t sure. I haven’t seen you run or lift weights in a while.”  That’s all he needed to say.  Off I went.

When you know what motivates your people, you can then have the appropriate discussions to keep them on track and get them to operate at their highest level for your organization.

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Topics: effective sales coaching, sales leader, Sales Leadership, sales motivation

Motivating Sales People: What Does it Take?

Posted by Tony Cole on Fri, Dec 07, 2018

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Frequently I am asked the following question: “How do I keep my salespeople motivated to sell?”

My response 100% of the time is: “You cannot motivate your salespeople. You can only recruit and hire motivated salespeople and create an environment in which they motivate themselves.”

Many years ago, I saw Mark Victor Hansen at a Cincinnati Life Underwriters Annual Meeting. During his presentation he said, “Motivation is an inside-out job”. In other words, motivation comes from within a person. We cannot motivate someone from the outside. I believed this then and I believe it more now.

As some of you know, I grew up on a blueberry farm in New Jersey. My dad, Ray, was the foreman of the farm and if he hadn’t been a foreman, he would have been a drill sergeant. Does that give you a picture of the type of guy he was? Dad was a “no-excuses”, get-it-done, “if you want to make more money, work harder and longer” kind of guy. He didn’t just teach his kids this discipline. He lived it.

I benefited genetically, environmentally and in countless ways from him. No doubt, his leadership and encouragement enabled me to attend and graduate from the University of Connecticut where I played varsity football on full scholarship. Earning this scholarship did not start when I entered high school. It didn’t start when I made starting center position my junior year. It didn’t start when I was named co-captain my senior year. It started when I was born with Dad’s DNA and a nurturing but disciplined environment that cultivated a relentless desire and commitment to succeed.

This commitment to succeed was present early on, when I worked alongside grown men, performing the same job, at the age of 10. It was probably evident long before then when I refused to be less than the winner of any game I played with my older and bigger brother. And the commitment to succeed was certainly present when I told my dad that I wanted to play football at the age of 9.

When he asked “Why?”, I replied that it looked like fun. When he asked me if I was sure and reminded me that if I committed, I must always give it my best effort, I was sure. He told me it would be hard and, that while he would get the name and number, it was up to me to call and tell Coach Gazzara I wanted to play.

My dad met me as I came off the field after my first practice and asked me what I thought, to which I replied, “I loved it. I’m going to college someday so I can play football!” Once again he asked me if I was sure and told me that college football players work hard to stay in great condition and that I would have to do the same. I said “okay.”

He helped me remove my practice jersey and shoulder pads and then told me to start running laps around the field. When I asked, “How many?”, he said “I’ll tell you when to stop.”

Fast forward 13 years to the afternoon I played and lost my final college football game against Holy Cross. Oh, was I sad. I cried like a baby because I knew I’d never again play this game that I loved and that had led me to a college degree, the unique and fulfilling camaraderie of team work and experiences far beyond the reach of a poor and uneducated farm boy.

Of course, since then I have found other different, age and life appropriate, “games” at which to succeed. My personal history is an example of internal motivation. I didn’t know about scholarships. I had not thought about a college education. I had no idea that I would fly on an airplane for the first time when I was 18 years old. I might never have gotten to travel, to visit Bangor, Maine or The Military Academy in Annapolis. My motivation was to play football and I was willing to do everything possible to do this and do it well.

  • Do you have an internal desire and commitment?
  • Do you have salespeople on your team who have these necessary traits?
  • Have your motivational techniques and incentives had any long-term impact on changing behavior, improving skills or moving the sales-results needle?
  • How many salespeople do you have who will do the things they need to do? How many will perform as necessary?

Through the Sales Effectiveness and Impact Analysis (SEIA), we have learned that motivation is as much internal as it is external. There was a time when we thought that salespeople were externally motivated (money, recognition, etc.) but now the data that tells us that as often, the motivation of sales people is internal (satisfaction). This means that we must find those who have the drive, those who have the desire and who have the willingness to do whatever it takes. 

Topics: Motivating, motivating sales people, sales motivation, building sales team, sales advice

Motivating Prospects to Take Action

Posted by Patrick Kollmeier on Thu, Nov 22, 2018

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Another day, another great resource available from us here at Anthony Cole Training Group.  

Are you ready to change the way you approach prospects to close more sales?

In his audiobook, Motivating Prospects to Take Action, Tony Cole shares with you how to identify the 3 different types of prospects and how to tailor your approach to help prospects make decisions.

You will learn the right questions to help identify severe mental anguish and get prospects to take action!

This 13-clip audiobook along with the worksheet will help you:

  • Identify the 3 types of prospects
  • Learn various strategies for uncovering pain including The Takeaway Technique
  • Identify the obstacles that prevent prospects from taking action
  • Know when you are seeing the REAL issues and pain
  • Develop a process for asking the right questions to uncover pain

Interested in receiving a Free copy?  Download available below!

Motivating Prospects to Take Action

Topics: Prospecting, sales plans, motivation, sales prospects, prospect communication, sales motivation, how to prospect, action

What are the 5 Keys to Coaching?

Posted by Patrick Kollmeier on Tue, Oct 30, 2018

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Coaching salespeople is hard work and it helps to have a consistent and effective process to help keep you on course. As a sales coach, there are five critical steps that you must know and execute in order to get the best effort and results out of your salespeople.

These are the 5 Keys to Coaching!

 

  • INSIGHT As a coach, you must be able to see what is happening and what is not happening out in the field.  Without real insight into what is going on, you will have difficulty understanding their choke points so that you can coach them.

        5 Keys to Coaching - Insight

 

  • FEEDBACK - As a sales coach, you must continually give your salespeople specific feedback on their activities.  This includes both positive and constructive feedback.  If you ask your salesperson if they will allow you to coach them to help them reach their goals, you will usually gain permission.  And that makes the journey better for everyone.

        5 Keys to Coaching - Feedback

 

  • DEMONSTRATEPart of a sales leader’s job is to be effective at demonstrating the behavior they want their salespeople to execute in the field.  And they must take time out of their busy day to schedule time with their team members and demonstrate specific situations from a sales call or meeting, role play with their team, identify gaps in the selling process, ask specific questions, and most importantly, coach their salespeople to become better salespeople!

       5 Keys to Coaching - Demonstrate

 

  • PRACTICEWe have all heard the saying, “Practice makes perfect”. This is particularly true in selling. Practice is essential in improving selling skills, specific techniques, interpersonal skills, and attention-to-detail in the selling process.  Without practice, your salespeople will only go so far, and as a sales coach, you must role play with your salespeople in order for them to practice and achieve success!  Be prepared, they might not like it but they must do it.

       5 Keys to Coaching - Practice

 

  • ACTION PLANIt is essential that YOU as a sales leader take time to sit down with your salesperson and establish an action plan – what are the specific prospecting and networking activities that they must do in order to reach their goals?  This will undoubtedly include utilizing LinkedIn, attending association meetings with the intent to meet the right target profile client, etc.  This action plan SHOULD include getting introductions from current clients.

      5 Keys to Coaching - Action Plan

 

To learn more about the 5 Keys to Coaching and our specific available coaching packages, check out the link below!

5 Keys to Coaching

Topics: sales performance coaching, sales motivation, sales growth and inspiration, 5 keys to coaching sales improvement

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    About our Blog

    Founder and CLO Tony Cole has been working with financial firms for more than 25 years to help them close their sales opportunity gap.  He is a master at using science based data and finely honed coaching strategies to help build effective sales teams.  Don’t miss his weekly sales management blog insights.

     

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