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7 Things Companies Do to Thrive Anywhere, Anytime

Posted by Tony Cole on Tue, Aug 04, 2020

Regardless of the current state of business, it is easy to get caught up in managing day-to-day tasks. It's also easy to lose focus on the end goal and continue to take the necessary steps to move your business forward.  

If you and your organization need to thrive and not just survive, these 7 things can and will help!

JeffBezos-2This Photo by Unknown Author is licensed under CC BY-SA

With so much noise about the current environment, I wouldn’t blame you if you stopped reading now, but don’t! This is not the same old message about what to do in the middle of a crisis. This is information and direction for any organization any time they need to thrive.

Things companies do to thrive anywhere, anytime.

  1. To borrow from Jim Collins's book, Built to Last, great companies lean heavily on their core ideology. This emphasis is what makes companies visionary. Re-state your core ideology at every opportunity. Take this moment to become the visionary in your segment or industry. Make sure you have people that drink the ideology Kool-aid.
  2. Increase the intensity around achieving objectives. This doesn’t mean don’t have empathy for those that suffer either financially, medically, or socially. It does mean that the core of your organization will see you and your people through difficult times, but only if you remind them of the objectives, do not allow them to wallow in a pity party, and support them so that they can succeed.
  3. Focus on cash in the door. That means sales. Yes, sales will be tougher to get, and maybe fewer and farther between, but that just means you need to be more diligent about sales activities upfront. Raise the standards for activity, increase the frequency of huddles, use more data to help coach, and support and hold salespeople accountable.
  4. Hire great talent. Not just occasionally but all the time even when you don’t have the money or don’t have an open spot. What we know from our work with Objective Management Group is that of the 2M salespeople assessed, only 7% of them are at the "elite" level (Sales Quotient over 139). Another 18% score as "strong" (Sales Quotient between 130-1390). If the axiom is true – nothing happens until something is sold – then find great salespeople and hire them anytime, at any price. (Smartsize your organization NOW!)
  5. Improve the knowledge, behaviors, and skills of your people. There is a commitment to invest time, money, and resources to the development of the talent you hire. Recognize that your people, just like professional athletes, need constant conditioning, training, performance management, and coaching. Failure in this area is what leads to the "reverse" Pareto principle. I describe this concept in a recent article – The Evolution of Sales in 2020.
  6. Stay optimistic despite all of the evidence to the contrary. (Click HERE for the ‘There’s got to be a pony in there somewhere’ joke). When we started our work with Key Bank, Beth Mooney was fond of discussing the concept of "Shadow of the Leader". Quite simply it means that you as a leader, set the tone, posture, mental stability, and emotion for your organization. If you want your people to be energized and enthusiastic then it starts with you!
  7. They pick the can up and do something with it, instead of kicking it down the road hoping for a better time, a more appropriate set of circumstances, or for things to turn around. Great companies make things happen. They are creators rather than creatures of circumstance.

This brief outline requires many things from many people in your company. We can help in three areas:

 

  • Leading Through Change
  • Selling in Any Environment
  • Hiring Better Salespeople

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Topics: Selling Success, sales management success, improving sales results, increase sales, upgrade your sales force, sales advice, sales acceleration, sales productivity tools, driving sales growth 2020

What Recruiting in the “New Normal” Looks and Sounds Like

Posted by Kelly Barcelos on Wed, Jul 29, 2020

people-on-a-video-call-4226262

The COVID-19 pandemic has brought about many changes. While some businesses have hit rock bottom, some are thriving and hiring at scale. Businesses in customer care, retail, healthcare, digital marketing, and online training industries are actively hiring because of the new market demands. But unfortunately, recruitment techniques that have been used for years aren’t the same anymore. The need for social distancing has made recruiters and HR professionals work from home, making the shift inevitable. Let’s understand how things have changed.

How has recruitment changed now that COVID-19 is here?

Before the pandemic hit the entire world, recruitment couldn’t be imagined without face-to-face interviews. But considering the criticality of the situation, organizations are adapting to new methods of recruitment to prevent the spread of the virus. Let’s understand how.

Virtual Recruitment: Once a prospective candidate is found, HR professionals are conducting virtual interviews in which the candidates need not visit the corporate office for the interview process. Instead, interviews are happening over video calls.

There are quite a few reliable virtual interview apps that allow scheduling and sending interview invitations, and then interviewing candidates over a video call. Some platforms also allow having virtual job fairs in which several candidates can join a chat room at once and recruiters can get to know them. Moreover, virtual interviews are equally interactive since the HR professional can assess body language, expressions, and gestures, just as they would in an in-person interview.

Candidate Experience: Now that traditional interviews are slowly becoming a thing of the past, HR professionals are going the extra mile to ensure good candidate experience. Here are a few tips that you can also use to deliver good candidate experience if you’re currently hiring:

  • Use consistent content or messaging across all channels to communicate how you’re taking effective measures to ensure the safety of candidates. This will also empower you as a brand.
  • Provide candidate resources that would help them appear in the virtual interview without any hassle. For example, help them get access to the software or give them a simple guide for the interview process.
  • Do not delay interviews hoping that you will soon be able to conduct an in-person interview. Your competitors may take advantage of every minute you lose and it will also have a negative impression on the candidate.
  • Build a landing page to which the candidates can be directed to for answers to questions they may have.

Trial the Highly-Predictive  Pre-Hire Sales Assessment

Applicant Tracking System: Using an ATS (Applicant Tracking System) is one of the most important recruitment techniques if you’re hiring at scale. It will allow you to work remotely and also make sure that you have the “right” candidate. During the pandemic, employers are hiring based on their fluctuating requirements. For example, many are hiring for flexible roles that may change post-pandemic and many are also hiring candidates on a contractual basis. And an ATS will help you screen the applications based exactly on your requirements so that you don’t unnecessarily spend time and resources on irrelevant applications. Moreover, you can also leverage its other benefits, such as:

  • One-click job posting
  • Resumes and applications repository
  • Seamless interview scheduling
  • Automated resume parsing
  • Automated emails and follow-ups
  • Analytics for conversion rate

Remote Onboarding: Remote work has become a new trending order to minimize physical interaction as much as possible. And to ensure safety even further, employees are being onboarded digitally without having to even set foot in the workplace. But this isn’t as easy as it sounds. To make onboarding seamless, you must:

  • Make training is available to new employees so that they can adapt well.
  • Give them some time to absorb all the information.
  • Communicate the organization’s culture to the new employee.

How you onboard a new employee can make a lot of difference since it can make or break the employee experience. Without it, you can’t say that you have made a successful hire.

Avoid common mistakes and form a new recruitment strategy that adapts to the changes as quickly as you can, because how you do it will determine the future of your organization.

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Author Bio:
Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.

Topics: hiring salespeople, key to successful hiring, recruiting sales talent, upgrade your sales force, hiring top salespeople, aquire sales candidates

How a Pickup Truck Relates to Driving Sales Growth in 2020

Posted by Tony Cole on Fri, Jan 03, 2020

In this blog post, we compare an IH 1210 pickup truck to driving revenue growth within your sales organization.  Like an engine that needs three things to run, your sales organization also needs three things to run.

They include: 

  1. Sales Talent acquisition
  2. Sales Talent development
  3. A crew chief with desire, commitment and skills

blue-single-cab-farm-truck-on-brown-grassland-2961048

I’ve been working on this post for over a week. For some reason, it took a little while to pull it all together.

I think I was making it too complicated, so here it goes:

  • In 1971, my dad got his new pickup truck, a powder blue IH 1210.
  • Dad “pimped his ride” by installing an 8-track player with Panasonic speakers.
  • My dad was a slow driver. No matter where we were going or how far, he’d drive 45 mph even when the speed limit allowed 55. 
  • I thought it was a result of his old beater of a pickup.
  • I thought for sure he’d drive faster with his new truck.
  • Nope, he still drove 45 mph in a 55 mph zone.

I’ve been trying to connect this experience with the experience of watching sales organizations look for solutions to drive revenue growth.  Like an engine that needs three things to run, your sales organization also needs three things to run.

Spark, fuel and combustion are required to start an engine and make it run. If you have those things, the engine will run.  Get all three at a grade “A” level and the engine runs really well.  If you want the vehicle that the engine is meant to move to perform at “A” level, you need something else.  You need a driver.

Not just any driver; you need a driver that has two things: Competency and Drive.  Certainly, there are other contributing factors that determine if the driver is right for your vehicle, but basically speaking:

  • Without competency, you might go fast, but there will be lots of damage, crashes and failures.
  • Without drive, there will be no risks taken, no failures and no success.
  • Without drive, there will be a lack of coachability and trainability.

My point is this:  The engine size, the transmission, the gear ratios, the tires, the steering, the paint job, the aerodynamicsnone of these things really matter if you don’t have a driver or a team of drivers with competency and drive.

When you get ready to put your budget together and are considering where to invest money, time and effort in order to drive revenue growth, focus on three things:

  1. Sales Talent acquisition
  2. Sales Talent development
  3. A crew chief with desire, commitment and skills

CRM and other sales enablement tools are nice but, just like my dad’s new pickup, it doesn’t matter unless you want to grow, and grow fast.

Hire Better Salespeople Today - Click here!

Topics: driving sales, sales candidates, upgrade your sales force, sales conversations, sales effectiveness training, banking sales training, consultative sales coaching, corporate sales training, sales training courses, online sales training, hire better people, insurance sales training, driving sales growth 2020

10 Keys to Hiring Better Salespeople

Posted by Tony Cole on Fri, Aug 09, 2019

Recruiting new sales talent is complicated and time consuming. Especially, when you're not prepared to fill a vacancy, don't have a pipeline of candidates or have an idea of what "better" means for your business. 

In this article, Tony Cole discusses what to start doing and what to stop doing to upgrade your sales force today!

30184505_xxl hiring recruiting man point

What are the keys to hiring better salespeople? In short you must kill spiders.

In our weekly huddle today, Jack Kasel shared a parable about a woman who asked the pastor at a revival meeting to pray that the cobwebs in her life be removed.  She appeared a second night and a third night with the same request.  The pastor granted her wish the first two nights, and prayed that the cobwebs in her life be removed.  When she appeared the 3rd time at the revival with the same request, the Pastor stopped her mid-request because he realized he had been asking God for the wrong thing. The Pastor instead prayed; "Father, we do not ask You tonight to clean the cobwebs from Ms. Rameriez’ life.  In fact, Lord, keep them there for now.  But tonight, we ask for something much greater.  Tonight, we ask that you kill the spiders in Ms. Ramirez’s life."

What does killing spiders have to do with recruiting and hiring better salespeople?  Well, indirectly nothing, but metaphorically speaking, it has a lot to do with hiring better salespeople. 

Here are 10 things to "Start doing" and 3 things to "Stop doing" when it comes to recruiting and attempting to hire better salespeople:

Start Doing:

  1. Create a profile of a salesperson that describes exactly what success they need to achieve. This will work more effectively than writing a job description and posting that to a job site or telling your influencers that you're looking for a "great salesperson".
  2. As Alex Cole describes here, use a pre-hire assessment in the 2nd step of your hiring process. Before you have a phone or face-to-face interview, assess EVERY candidate with a sales specific assessment that can match sales experience with your specific sales success requirements.
  3. Interview only those that have be recommended for hire as THE salesperson you are looking for.
  4. Create an interview process that mimics the sales process. If they have to be great on the phone, then interview them on the phone before you meet, and give them the same amount of time to impress you that they would get with a prospect.  If they can’t impress the hell out of you in 3 minutes, they won’t impress a prospect either.
  5. In your first face-to-face interview, make them do the "hard stuff". Such as:
    • Make them establish bonding and rapport.
    • Make them ask you questions about what it takes to be successful, what do the top salespeople do in your organization and what do they have to tell you to make sure they make it to the next step.
    • Schedule only 30 minutes but make sure there is an extra 30 minutes for an interview with another person in your office. I promise you that you will know if you should proceed after 30 minutes.
  6. Make sure that when you are ready to make an offer, they are ready to decide. Inform them of that process so they are prepared to tell you "yes" or "no".  Your offer should meet their expectations, you must be able to answer all of their questions and you must know what you are willing to negotiate to get the person you want to hire.  DO NOT let them use your offer to get a better deal.
  7. Onboard them so that they clearly understand what it takes to be successful and what is expected of them in the first 90 days. Make sure they understand that there are no excuses accepted for lack of compliance to training, onboarding and any sales activity required.  Additionally, you must be able to answer all the questions on this list.

Stop Doing:

  1. Using behavioral and/or personality tests to determine if someone can sell. Stop using cold calling assessments to make your hiring decisions. Stop thinking that you have to sell the position early on to get a candidate interested in you.  (If they respond to a call, an email, a job post then they have already taken the first step TOWARDS you).
  2. Stop thinking that the decision is about money. In today’s working world, it’s about providing an opportunity that can be transformational.  Money will only get you people that will leave you for more money.
  3. Only recruiting when you need someone. Being reactive is a horrible position to be in.  You are held hostage and being held hostage will force you to make hiring mistakes.

So what does this have to do with spiders? The Pastor was attempting to make the point that we cannot (when it comes to recruiting), deal with symptoms; we must deal with the root causes.  We can try and train people longer, we can try and work on the compensation model, we can implement and execute PIP programs. In the end, the right end of the problem is dealing with the spider. 

Start with the right person and the cobwebs go away.

 

Interested in taking a step towards more effective hiring practices? Email alex@anthonycoletraining.com for a free job description analysis and to schedule a conversation with our hiring specialist.

 

 

Topics: sales skills, Interviewing, pre-hire evaluations, hire better salespeople, upgrade your sales force

Who is Your Superstar?

Posted by Tony Cole on Thu, Apr 14, 2016

Kobe Bryant will be retired from NBA basketball when the final buzzer sounds in tonight’s game against the Utah Jazz.  If you are not a basketball fan or sports fan, this may mean nothing to you.  My intent is to frame a very important discussion about performance around a living legend of the LA Lakers and NBA.

As I listened to ESPN Radio Mike and Mike in The Morning, I heard commentary from former teammates, coaches and opposing players. There was a common theme in there discussion about Kobe Bryant and elite performers in athletics.  To be clear, I don’t believe the common theme is limited to athletic top performers.

 KOBE.jpg

As I started this article, I sent a question to my niece, Laura Wehrmeyer Fuentes.  Laura is an elite performer and vocalist who performs in the greater DC/Baltimore area.  I asked her if she ever bailed on a performance because she felt a little off or hadn’t prepared properly.  Her response:  “No way!  I’ve sung through bronchitis and pneumonia hopped up on steroids when I had to.  The show must go on!”

Elite performers prepare and perform at the highest capabilities regardless of the situation, the score, the environment or circumstances.

Some comments made about Kobe made me think about the content and theme of this article.  Here is just a sampling of what was said about Kobe and other top performers:

  • They demanded the best of others. When others were not performing at their best, giving it their all in practice or in a game, they call them out.
  • When it’s game time, nothing else matters. When Kobe’s family came to LA to watch him play, they stayed at a hotel instead of his spacious home.  He focused on the task at hand.
  • Regardless of the score of any game, if you watched Kobe play, you would swear that the Lakers must be down by 20. His intensity for playing the game rather than playing the score made him elite.
  • When comparing Kobe to Magic Johnson, the comment was made about Magic after they lost the championship to the Lakers. “You couldn’t find Magic in LA.  Here is a guy that likes to be out, is normally seen out and is everywhere where the lights are.  After the loss you could only find him in one place – the gym.”
  • Elite players make other players better. They recognize that they are a big piece of the puzzle, but still only one piece.  They elevate the game of others in order to win the team
  • Elite players have a tendency to rub others the wrong way. Not because they are arrogant individuals, but they have an arrogance about how they view the game and how it should be played and how one should be prepared to play.  They are haters – haters of losing and those un-willing to pay the price to win.

I could go on, but this makes the point and takes me to the question in the title of this article – Who are your elite players and are they doing the things that superstar/hall of fame players do? 

  • Are they elevating others?
  • Are they demanding of others?
  • Are they team-objective focused or focused on their own stats?
  • Do they do everything possible to win individually and get others to win as a team?
  • Are they your go-to people in a crisis?
  • Do they grind and grind to get it done?
  • Do they work relentlessly on their skills?
  • Do they focus on the details of the game so as to eliminate repeated errors or mistakes?
  • Do they call others out?

*Data on approximately 100,000 sales managers

  • Have, on average 43% of the Sales Coaching Competency 
  • Only 39% have at least 50% of the Sales Coaching Competency.  
  • Only 7% have more than 75% of the Sales Coaching Competency and
  • Only 3% spend at least 50% of their time coaching their salespeople
  • Only 7% of sales people assessed fall into the elite status based on performance, sales DNA and 21 core sales competencies.

As a CEO, president, national sales manager, vice president of sales or sales manager, the responsibility you have is to drive revenue.  When that seems difficult or impossible there needs to be more to the solution than work harder, see more people, increase the marketing budget, do more social networking, expand the sales force, etc.  Just like you would look into the numbers (expenses) to figure out how to improve profit, you need to look at the root problems impacting revenue.

It isn’t the latest sales enablement technology that improves sales results.  It is the human technology that drives sales today and will drive sales tomorrow.

Helpful Links/Resources:

Objective Management Group – White Paper on Talent Selection

Anthony Cole Training Group – Link to Sales Management Certification Program

Hirebettersalespeople.com – Self-explanatory link

Burning platform issue – You have a problem now, You want it fixed now – call me directly:  Office: 513.605.1301 or call/text  Mobile 513.226.3913.

 

Picture of Kobe – link to YouTube

Topics: hire better sales people, increase sales, sales habits, upgrade your sales force

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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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