In order to develop a world class sales organization, a comprehensive understanding of the company's expectations from the senior management level is required. This includes the company's strategies related to business development, the history of performance in their marketplace, the positioning of their competitors, and the current market strategies
Next we will investigate the role of sales management in the company. How much time and emphasis is placed in the areas if recruiting, motivating, and holding the sales force accountable, what tools and strategies are in place for the purpose coaching, pre call strategy, and post call debriefing.
All too often we find out that sales management positions are filled by those who used to be top performers. In their new role as sales manager, they are expected to replicate themselves and create a staff of similar top producers. This assignment comes with no formal training relative to how to make that happen.
Rarely do we come across a manager with the required skills to excel in all the key sales management areas such as:
- Finding, hiring, and retaining "A" players
- Complete management of a proposal process
- Understanding what motivates their people
- The difference between Training. Coaching, and Mentoring
- The Implementation of a New Hire On-Boarding Process
- Duplicating Best Practices of Top Producers
- Running Effective and Productive Sales Meetings
- Holding salespeople accountable
A complete analysis of the members of the sales force follows.
What are the existing strengths of each individual that we can to build on?
How much is each member of the sales staff capable of improving?
What must be done to achieve the maximum possible growth?
What can we expect in terms of results?
It's not unusual for the top producers to have little upside potential. This is understandable since they are already your best producers. What we uncover here is who on your staff has the ability and potential to improve, and what do you need to learn about them in order to unlock it.
Everything described above is fully possible using technology and is not a time consuming process. In a matter of days you will have a comprehensive summary overview of the entire sales organization including exactly how much improvement is possible, who should and should not be included, what exactly needs to be done, and how long will it take and what the costs will be.
We will analyze your current recruiting practices with the purpose of determining if what you're currently doing is attracting the best possible candidates. Identifying exactly the type of candidate you're searching for is possibly more important then what your currently doing to attract them. Both the qualification and interview process for sales candidates is quite different than any other position in your company. These people function in a completely different environment, quite often filled with rejection, hostility, and frustration. If the people responsible for the hiring are not aware of or capable of dealing with these differences, you will not be able to attract or hire the best candidates available.
"What makes the Sandler system great is the in-depth understand you gain of how prospects behave in buying/selling situations. Once you own this system, it's self correcting â€" in other words, you get a lesson from every call you make and you're always better the next time. I feel I have a tool in my kit for every selling situation that arises. That's a great feeling for an engineer who took up selling because it looked like fun. After using this system for 5 years I'm having more fun than ever
Gary Grottenthaller Techtronics