Could you have a career in real estate sales?

Posted on 24 November 2013 by Maya Saric

Ever dreamed of a job in the country’s highest paying industry? Why not a professional career within your own community that can give you a six figure income after 2-3 years and where it is possible to break through the million dollar personal income barrier.

Start at $35,000 and in 5 years build to $350,000 and in 10 years the world is your oyster. Spectacular success is possible for those who are suited. You cannot achieve the same in any other industry that quickly no matter what your qualifications.

But what happens to most people that enter the industry? 90% fail and are gone within 2 years. Luckily 50% of those that start in residential sales are gone within 3 months. Lucky that they haven’t wasted more of their lives living at the basic level before working out it’s not for them

Step 1

Find out which job within Real Estate will suit you so you build a career around work that you will be successful at doing.

There are a few very different paths in the industry and they each require a different temperament of person.
Our selling IQ system, Sales Inventory Profile, will show you where your natural abilities are the best match. Then you have to develop skills. There is no point in learning about the whole industry if you are best suited to one area.

The major roles in real estate are;

Residential listing and sales (this is the best paid but hardest to do)
Buyers agent
Property Management
Commercial property
Project sales or Display homes

Step 2

Once you know your fit the best way to get a job is to approach the bigger agencies within 10 KM of where you live and ask for an interview. Most owners will say yes just out of courtesy to members of their local community. Agents out side of 10 KM won’t be interested in hiring you anyway as travelling longer distances every day and at night is too hard and you will exhaust yourself and leave them.

Step 3

If you are under 25 or have been out of the work place for a while you will need to work on reception for a few years to build skills and area knowledge. Don’t let yourself be rushed into taking on more than you can do well.

Feel free to Email me directly if you want to discuss any of this.

Maya Saric

Can we make Ian Thorpe a football player?

Posted on 7 September 2012 by Maya Saric

What has Ian Thorpe to do with Sales? Well, essentially, we can also ask:

Can a good sales person sell anywhere?

Hello! This is Maya Saric, Sales Psychologist and Inventor of SIP, Sales Inventory Profile.

I’m about to create every video making mistake in the book. I’ve got noise in the background and too much lighting and the sound of the wind on the microphone. Hopefully this will come through well enough that you’ll be able to understand it but I wanted to capture an idea before it was lost and I thought you might appreciate the nice boats in the background if you can indeed see them.

There is a belief that all sales people who are good at selling can sell anything and in any context and often people promote really good account managers to become BDMs or really good BDMs to become account executives and nothing can be further from the truth.

Sales reps are good at, those that are good, are good at particular parts of the sales process or in particular styles of selling because that’s where their attribute match is best so we know from SIP that some people are better at performing new business environments and some are better in account management and we know from SIP and our 4000-5000 existing clients that if you mix them up you get a bad result – you can’t make a farmer hunt and if you do make hunter farm, they get bored and knacky with you.

I’d like to use an analogy about why you can’t make someone who’s good in one field perform well in another. Here is something that’s true, let’s use athletes, really good, high competition World Class athletes.

I’d like to take the swimming group first, high quality world class swimmers, the end talks of the world, have great cardiovascular fitness. Their heart and lung capacity is awesome, and that’s a requirement of a sprint-style sport and swimming is certainly and some distances in swimming more so that others but it’s generally speaking a sprint style sport and you need high cardiovascular heart and lung capacity.

There are lots of other sports that need high cardiovascular lung and heart capacity that are sprint based on land. Let’s use football as one of those, one of my favourite sports or past times is to watch football and if you’ve ever watched a game of football by the end those guys are really sweating and their hearts are raising and you can see that they’re breathing heavily because they’ve done stacks of sprinting in that last 80 minutes. But could we make Ian Thorpe into a football player? No. Despite having that particular aspect in common, the other sport, the football, requires a whole bunch of other skills that are equally important; skills in terms of tactics, ball handling, precision, etc. Tactics that are or components that are not in swimming (even a tiny little bit) and the same is true of sales jobs.

A good sales new business person, BDM, has to have a level of agility and intuition almost about the sorts of information they need to give out in any point in time versus account managers who need to precise, and planned and detailed. If they’re going in to see their clients for the third year in a row or their businesses even if they’re new, they need to know what has happened over those three years and what have been the consequences, what have been the highs and lows and where we’re up to today and what’s next. If they’re whinging it or hoping that their client will give them a tidbit of information that will make the whole story become transparent and capable of closing, they’ll get shot, they’ll get thrown out.

A new business rep has to rely on that ability because they often don’t have the ability to research in any great detail, some ability yes, always some ability, but not in enough detail to be able to predict and ask questions that pinpoint specific issues. They have to have a conversation and they have to ask questions and they have to be prepared to assimilate really quickly on their feet the answers that they’re getting in order to formulate correctly the next set of questions and get better and more precise details from which to close the sale.

I’d like to suggest that if you are good at selling, that you find out why you’re successful and make sure that you use those skills consciously and proactively or if you have a team that’s really good or a team in general, find out what their strengths are and structure your team so that they utilize those strengths to the maximum potential. We could work on fixing their weaknesses but that is such a slow process. The best effect you’ll get, the greatest increase in sales performance you’ll get is by using what you’re good at more often.

So Maya Saric, Sales Psychologist and Inventor of SIP – thanks for your time.

Want to know more about BDMs vs Account Managers?

Difference between Business Development Manager (BDM) & Account Managers

Featured

Posted on 1 July 2012 by Maya Saric

We assume that one salesperson who is good at one of these roles will be good at the other. But in reality, the people who are capable of doing these two jobs properly are very different and putting a great salesperson from one side into the other role will give you, and them, a very disappointing outcome. Using Sales Inventory Profile or SIP we can see these differences in capability more clearly but it is often not so obvious observing BDMs and account managers in the wild.

BDMs, otherwise called ‘Hunters’, are people who are capable of working alone, initiating new activity which involves consistent prospecting, improvising and being flexible when they’re dealing with new and unpredictable situations. All of which helps when you’re out talking to people that you don’t know very well.

Account Managers, or ‘Farmers’, are people who deal with clients they (or at least their company) know really, really well and have had a long and established relationship with. There is a history between a Farmer and the client with clear etiquette and methodology that both parties need to continue to fit in with. As a new Account Manager to a long-held client of your company, you need to understand the client and comply with the processes that have come before you. You need to present a clear strategy for change that takes into account the relevant parts of this history.

A Farmer is really a different sort of person than the flexible, and adaptive Hunter. Rather, a Farmer needs to be capable of thinking and planning and performing at a highly detailed level to meet the client’s expectations.

Companies often try to swap BDMs and Account Managers (or Hunters and Farmers) around as a way of promoting the Farmer or satisfying a client. This can be both extremely ineffectual for the client and unsatisfying for the salesperson.

If a Farmer has done a great job with nurturing and growing your largest customers, and you need more customers, you may be tempted to think; “Well, Fred is a fabulous salesman, we’ll send him out to get some new clients.”

Indeed Fred is a fabulous existing customer salesman and his patience, care, attention to detail and thoroughness help him in that environment. But, if he goes out and needs to improvise, deal with the unknown and (heaven forbid) shoot from the hip and be flexible and creative all without his preferred time to think and plan and prepare himself, his results may not be very good. Plus, he is unlikely to be able to stomach the prospecting to get into a sales processes often enough to make as many sales as he did before.

The alternative is also not preferable; i.e. leaving the new clients with Hunters, who have had been doing a great job bringing them in, in order to grow them over a longer period of time. As your Hunters has established the relationship with these clients initially, you may want to keep them with those customers. Given the hunter has established a good relationship, you fear that if you pull the Hunter out too quickly and replace them with a Farmer type, your clients will get upset.

In the short term this maybe a good strategy

But with time your good and effective Hunter has too many customers to do more hunting, and so, ends up becoming an Account executive instead of a BDM. To further the problem, they will not be as effective in growing those accounts as they were in getting them in to start with. This means there is no one effectively bringing in new clients while the existing clients are also not growing at the optimal rate.

You need a strategy that effectively transitions your important new clients from their original sales person – the Hunter – to their long term account manager: the Farmer. A strategy that will keep clients feeling important and wanting to deal with your company over a long period of time as well as keeping your sales staff working in their optimal manner.

One strategy is to partner at a key point your effective Hunter with your effective Farmer. This way the customer knows their account manager from the earliest days possible in the sale cycle. If this is practical, there will be two people in the account (in varying degrees) from early in the process and that when one of them slips out it’s not perceived by the customers as desertion. Rather, they see it as a process of natural transition.

When is the right time to introduce the account manager? The account manager sales person comes in either as soon as the client is on board or preferable, where the logistics of your product allows, they come in during the last few stages of the initial sales cycle to participate in the closing part of the sales process. The account manager should not be just mentioned to the client as only an alternative contact person ‘in times of emergency’ but as having a specific functional part to perform. When the Farmer is first introduced they may appear very selectively but as the sale continues they become a regular participant. Then after the sale is fully completed (sold and implementation starts) it will appear natural that the account manager is the dominant contact for this client and the BDM is attending only 10% of the time now and eventually might not be present at all.

Why go to this extra effort to transition your clients between your original Hunter style sales person and the long term Farmer style? Ultimately, to provide both the maximum support for the client, so they continue to buy from us. This strategy also ensures the welfare and earnings of your differing sales people.

If the Hunter BDM does stay too long purely as an account manager, they may become lazy, lethargic or bored and soon start to make mistakes and alienating clients or just missing opportunities to close more business. Unintentionally, their effectiveness can drop surprisingly quickly even when staying with these clients was their own idea.

Like everybody, hunters, like the idea of having a rest and not being ‘out there’ all the time and will often not complain about having become account managers. Or they might have insisted they keep their new clients because they have a genuine need for offering personal care and living up to their original promises. But good intentions are not enough if they don’t have it in them to be that patient, thorough, detailed or precise to craft an effective long term plan for their customer. So despite the fabulous relationship to start, the customer will soon be unhappy.

Whether you are a Hunter or a Farmer or you manage a large sales team, you have the capacity to be extraordinary and make lots of money for yourself and your companies if you stick to the path and the style that is yours naturally. But if you try to be the other style, you will run the risk of becoming discouraged and demoralized. If you try to be something that is not natural for you, you are just doing yourself a disservice.

Understand your own style. Stay with it. Perfect it. And be Extraordinary.

Are your staff too scared to cold call?

Featured

Posted on 27 June 2012 by Maya Saric

Are your staff scared to cold call?

“Always do the things you fear the most. Courage is an acquired taste, like caviar.”
– Erica Jong

Erica Jong is an American author who wrote about fear, usually her own, and how she managed her life despite those feelings. Her quote is great advice for anyone feeling the grip of fear.

Fear is very a common human reaction and an important part of our survival processes. Fear helps us avoid situations that are dangerous and which could result in our death. However not all things that are scary will actually lead to physical death and we do need strategies to continue to engage in our lives despite our natural fear reaction.
The thing that sales people find the scariest is usually prospecting and specifically, cold calling. Going into the unknown and facing the risk of rejection (i.e attack) will paralyze the average sales person into a state of non action, or freezing, or compulsive business where they do not have the time to do any selling yet feel productive as they are working hard. It is a very small percentage of people who can face their fear and fight on despite it.

When I write about cold calling in this blog it seems like such a trivial thing, but the effect on most of us when confronted with the physical reality of the phone or being on the street door knocking is real and usually very daunting. Our mental danger radar does not distinguish the risk of verbal attack from the physical, so our fear response can be just as strong when the risk is verbal humiliation rather than actual physical harm. To our brain, the risk and thus the fear response, is the same no matter what the nature or source of the attack.

I know from the 20,000+ candidates we have tested using our sales IQ system, Sales Inventory Profile or SIP, that less than 5% of the general population are able to cold call consistently. Consistently, meaning for several hours every day, week in and week out for years.

Another 10% will, as Erica suggests, come to be able to tolerate it given time to acclimatize themselves to the process and with some support from their organization.

So how do you find these precious 15% who can become new business sales people?

No longer do you need to have literally 100’s of people coming through your business to find the very few who don’t run out screaming or work themselves to a standstill or get sick. Using the traditional mass employment i.e hope-some-will-survive mentality within the recruitment system, the cost to the business in direct resources wasted is bad enough. But when you think of the effect on your reputation of having the wrong person on the job representing the company and the revenue not earned while we are distracted with the wrong people, the cost is catastrophic.

Then we often overlook the cost of the subtle energy drain on the other staff as they watch the carnage from the safety of their administrative roles, thinking ‘who would want to do that?’ Ultimately, the morale across the entire business is subdued by the revolving door recruitment strategy for sales staff.

It does NOT have to be that way.

It is possible to recruit from only those people who have the core capacity and inner fortitude to sell and specifically cold call, train them well so they are effective quickly, support them effectively over time and have a sales team that is stable, successful and making themselves and you lots of money. It is also possible to build a team that is admired by the rest of the organization..

Am I dreaming?

No! We have been doing just that since 2008 in Australia and New Zealand. Just ask any of my clients (see our testimonials page which contains a selection of our 100+ client base) how effective it is to accurately identify sales capacity in candidates before they even interview them so that at the recruitment interview they are focused on assessing the candidate on product and cultural fit to their business and/or the market place.

If you have had enough of the revolving door system of failed recruiting lets organize a 20 minute Skype demonstration of our sales IQ system. The system has been used and tested across many industries and will work in any country where English is the primary language.

How to start?
Leave a comment on this blog or send an email to maya@salesinventoryprofile.com with your own contact details and one of our staff will call you to organize a time that best suits you.

More on cold calling? Read on why cold calling is still vital in sales

Why do candidates with better selling profiles on SIP have so many jobs?

Posted on 6 March 2012 by Maya Saric

If you are hiring New Business Sales staff it is likely to be a good sign. It indicates an inner strength or resilience on the part of the candidate. We cannot predict why these people chose each of their previous jobs, but we can deduce that there has been something missing or wrong with the fit each time to result in the continual movement.

So how can that be a good sign?

Faced with rejection or the disappointment of losing their job, these people have had the resilience to keep going. They do not ‘make do’ with a bad fit and try to fit in where they do not naturally fit in. I hear you say they didn’t need to make do, they were fired! Yes, but even so, the result is the same. They were unable to make themselves fit somewhere they did not well enough to stay employed.

In sales, there are plenty of people who don’t fit well enough but we have decided to keep them as it is better than not having any sales staff or face the endless revolving door of recruitment.

If you are reading a candidate’s résumé and the type of jobs they have already held is always changing it indicates that they don’t know what sort of job they are best suited to.

With SIP we know how well suited to our role they will be, even if they don’t. The fact that they are willing to try different job types indicates an ability to deal with the unknown.

People who have succeeded at selling, especially new business selling, have come from a wide range of previous job types. All the research conducted by SIP on over 25,000 individuals shows no correlation with education, age, industry (that is product type) and their SIP score, or sales IQ, for new business sales. Yet there is a direct correlation between success in the new business roles and the SIP scores of those tested who are already employed in these roles.

Here are some more related articles:

Why a Receptionist at a Real Estate office is a gun sales person

What’s the number one issue facing real estate business owners?

BDMs vs. Account Managers

Grow your sales results in 2012/13 with an innovation out to change the way we recruit sales staff

Posted on 30 January 2012 by Maya Saric

It’s mid-way through 2012, but never too late for big sales by the time Santa comes ’round. Or even by the time the fireworks go off for 2013!

If you or your organization are ready to grow your sales results lets talk!

Corporate Coach Australia, after a few years as a successful boutique provider of sales recruitment and sales enhancement technology to Real Estate and IT companies, has some huge plans for the next few months, and I’m inviting you to support our growth by using our world leading technology to enhance your own sales effectiveness and make this your biggest sales year ever.

If you read our testimonials you will see that the SIP technology has achieved some dramatic success since it’s launch in October 2008. Now we’re planning on changing the face of sales staff recruitment and training.

If you are interested in saving some money and growing your sales ability or the capacity of your team please send me an email to maya@salesinventoryprofile.com for a full price list or if you are reading this on Facebook press the Like button and I will contact you.

If you haven’t heard of Corporate Coach or SIP then here’s some background for you. My name is Maya Saric and in the mid 90’s I undertook extensive research into what attributes individuals need to possess to succeed at selling. I was frustrated as both a sales trainer and a sales manager because I was watching very intelligent and genuine people failing. From that research a sales IQ assessment was developed called SIP which stands for Sales Inventory Profile.

In 2008 the stand alone sales IQ assessment was incorporated into a cloud computing sales recruitment website at www.salesinventoryprofile.com

After three full years of selling sales recruitment and having helped our clients hire over 250 people in direct sales and sales support roles I would like your help to grow SIP from a successful small business that supports a few hundred businesses in Australia and New Zealand to a force in recruitment that will change the way we recruit sales staff and bring an end to wasting money and shattering dreams.

Now I’m frustrated again at all that wasted human potential and all the businesses wasting thousands of dollars on hiring staff who will never be able to sell. Worse still are the millions of dollars in unearned revenue and the new staff who start with great hope and energy and dreams of a new career in selling only to end up shattered by the drain of doing a job that just isn’t them. I’m super frustrated now because there is a real alternative that allows businesses to hire the right person at a quarter of the cost of traditional résumé driven recruitment with minimum time to create the shortlist and is about TEN TIMES MORE EFFECTIVE. I had to put that in capitals as I really do feel like ‘shouting it from the roof tops’. There is a way for the individual to find out if they are suited to selling before taking the plunge and if you are; to understand your own sales strengths so you can really focus your training on making a real difference to your sales results.

To spread the word I need your help.

In May 2012 we are moving offices and hiring a full sales team to directly engage more businesses. I want to make the software even more functional so we can support multi-manager recruitment programs. This will allow us to target much larger companies who have several overlapping levels of management involved in recruitment.

How to Buy

Review the price list below (please excuse the formatting) and select the products you wish and note how much that totals.

You can either email me this amount and we will send you a tax invoice with bank transfer details
or
You can pay using the link to Paypal from our website

Got to www.salesinventoryprofile.com
Go to the products tab from the Home Page
Press ‘Pay an Invoice’ on the top left of the page
If you are not an existing client put your business name in ‘Username’
For the Invoice number enter ‘February 2012 promotion’ and the amount you wish to pre-purchase.
Press submit and you will be transferred to Paypal to pay by credit card
You will receive a TAX receipt by email within 3 working days and instructions on how to book training or start a recruitment program.

Our 2012 investment in SIP

At the moment SIP is a ‘single manager’ system which works best for small businesses. We built the system so that only one person at a time can have access to the candidate information within their SIP account. In other words if the sales manager, for example, is logged in and the HR manager logs in too the sales manager is automatically logged off.

We then want to redesign the layout and give the website a facelift and provide some simpler client interfaces for both managers and candidates.

We also have plans to ‘white label’ SIP when the website is ready for multi-manager recruitment for large companies to use as their inhouse talent management database.

Finally over the past three years we have assessed nearly 20,000 individuals. Included in that figure are nearly 4,000 people currently employed in client and prospect companies. I would like to use this additional data to further define sales management and service profiles which are different to the sales or sales support roles we have defined so far. Using this raw data in a statistically valid way is a huge undertaking and will require specialist statistical support work. When I first researched sales staff I had access to the statistical expertise of the Psychology Department at Sydney University.

Sales Training Options we provide

Corporate Coach Australia also provides sales training which is totally different to the parrot fashion ‘say this’ style that has come to dominate sales training programs. I am not against scripting, in fact I love it, but only when the sales person understands what they are trying to achieve with the script so that they are able to vary their presentation from the scripts at the correct moment.

I am a qualified Psychologist and have been in selling since leaving University in 1985 and Coaching sales staff since 1993. I have used this combination of knowledge of the human thought processes and experience in commercial selling to develop a course that teaches how to interact with the decision process at a very profound but easy to achieve level. I teach how people make decisions and how to build trust in order for your prospects and clients to make decisions in our favour. You don’t build trust with clever one-liners but by communicating in a way that effectively answers all the clients’ insecurities.

This material has been available in workshop format and1-on-1 coaching and you will see these in the price list.

In 2011 I recorded a cross industry version of my ‘Emotions in Selling’ workshop with the intention of it being a home study system. Some of you received the prospecting portion of this training as a Christmas gift in December of 2011. The full recording will be available as download content with the direct transcript in February 2012. We have a deadline to produce a companion book with exercises by June 2012 to help you learn and implement the ideas in the recording.

This commitment to guide my clients through changing their techniques and achieve better sales results, rather than just giving them a few good ideas is the corner stone of my Corporate Coaching philosophy. Anyone who purchases the DVD pack during the February special will also receive two complimentary coaching sessions to the value of $400.00. I can conduct these by Skype or at our Newtown office in Sydney.

I encourage EVERYONE WORKING WITHIN A SALES ORGANISATION, even if you are not actually in selling to buy these DVD’s so that you can understand the psychology behind how people make decisions.

If you want to discuss your sales recruitment or training needs please contact me this week so we you can take advantage of our February special.

SIP sales recruitment, training and coaching programs pricing

Recruit Sales Staff with SIP. It works!

The number one question in recruiting sales staff is “Who can sell?”

SIP is the best sales staff pre-selection tool in the world and it answers this important question by means of a proven independent psychometric online assessment. The SIP Assessment can determine if a person has the necessary attributes to sell. What is best of all it does this with no human intervention before your first direct contact with them.

SIP: SALES CAPACITY AUDIT $ 950 + GST

SIP: FULL RECRUITMENT CYCLE $2,950 + GST

SIP: 12 MONTH SMALL BUSINESS RECRUITMENT LICENCE $4,950 + GST

SIP: SINGLE CANDIDATE OR STAFF MEMBER $ 190 + GST

SIP: PRIVATE SELF ASSESSMENT $ 190 + GST

Sales Training Programs by Maya Saric

Group Workshop

EMOTIONS IN SELLING: Trust based selling to help clients make strong decisions Duration 2 hours $750 + GST

DVD Set

EMOTIONS IN SELLING; Introduction to trust based selling to help clients make strong decisions. $249 + GST includes transcript. Workbook due 1 June 2012

Group Workshop

EMOTIONS IN SELLING FOR RE: Appraisals to Listing by overcoming the fear barrier 3 hours Duration $950 + GST

Group Workshop

EMOTIONS IN SELLING FOR RE: Prospecting for Real Estate Duration 3 hours $950 + GST

Group Workshop

EMOTIONS IN SELLING FOR RE: Full day combined program Duration One day ,$ 1800 + GST

Sales Excellence Coaching Programs by Maya Saric

Individual Coaching Program

NEW LISTING AGENT START UP Duration 9 hours over 3 months $2,500 + GST

FIRES OF HELL: Understanding your personal action triggers. Duration 8 hours over One Month $1,800 + GST
SALES EXCELLENCE: Creating sustainable action, Follow up to the Fires of Hell Program. Duration 9 hours $1600 + GST
What is included:

Sales Management Programs by Maya Saric

SIP SALES CAPACITY AUDIT Understanding Your Current Sales Team 2 hours $950 + GST

WORKSHOP: SALES PLANNING Duration One day $1,800 + GST

________________________________________
TERMS AND CONDITIONS
• Settlement due in full 7 days before program starts, including recruitment.
• * All facilities, refreshments and transport costs are additional and the client’s responsibility to organize.
• Pricing valid until 1/03/2012.

SIP sales recruitment training and coaching programs pricing

Posted on 28 January 2012 by Maya Saric

Sales Recruitment

Recruit Sales Staff with Sales Inventory Profile (SIP). Why? It answers your number one question in recruiting sales staff is “Who can sell?”

SIP: SALES CAPACITY AUDIT $ 950 + GST

Includes:
• Test your existing sales and support team to achieve an independent sales capacity audit.
• Team results debrief with the manager – two hour onsite / phone review with a SIP specialist.
• Includes eight team members. Additional staff $180 + GST per person.

SIP: FULL RECRUITMENT CYCLE $2,950 + GST

Includes:
• Advert copywriting – the creation of the compelling, emotionally engaging, sales message advert.
• Loading and managing your advert on SEEK.
• All candidates tested with SIP.
• We analyze all the SIP reports and résumés within the score range for your job.
• We will recommend questions that you can ask each candidate within the score range for your job.
• Manage and communicate with the candidate pool via our online SIP Candidate Management System.

SIP: 12 MONTH SMALL BUSINESS RECRUITMENT LICENSE $4,950 + GST

Includes:
• Includes a Sales Capacity Audit of your existing team.
• Two full recruitment cycles including everything listed above.
• Direct employment inquiry program includes:
a. Copywriting an employment information pack for individuals who inquire between recruitment campaigns.
b. Copywriting an employment page on your website including a link to the SIP website.
c. Unlimited assessment of individuals (written summaries by SIP staff not included).
• Vocational guidance promotion program to local students includes:
a. Copywriting an invitation to complete a SIP.
b. Unlimited assessment of individuals (written summaries by SIP staff not included).

SIP: 12 MONTH UNLIMITED RECRUITMENT SERVICE $19,950 + GST

Includes:
• SIP becomes your recruitment provider across all job functions for 12 months.
• Write, load and manage all your adverts’ on SEEK.
• All candidates tested with SIP for all your jobs.
• We analyse 10 SIP reports and résumés per job for the first 3 months.
• Manage and communicate with the candidate pool via our online SIP Candidate Management System.

SIP: SINGLE CANDIDATE OR STAFF MEMBER $ 190 + GST

Includes:
• We analyse the SIP report and résumé and provide a written summary.
• We will recommend questions that you can ask this candidate during the interview.
• Manage and communicate with the candidate via our online SIP Candidate Management System.
• For existing staff we include a one hour coaching session directly with the individual or their manager.

SIP: PRIVATE SELF ASSESSMENT $ 190 + GST

Includes:
• Immediate access to your own 14 page SIP report.
• 45 minutes of personal coaching directly with a SIP Sales Excellence Coach.
• SIP Sales Potential Certificate to include in your job applications

Sales Training Programs by Maya Saric

Group Workshop

Emotions in Selling:
Trust based selling to help clients make strong decisions. Duration 2 hours $750 + GST

What is included:

• Understanding the neurological structure of the brain and how the flight/fight mechanism drives all decision making. We will review the progress of data arriving from the senses (hearing, sight etc) to the two levels of thought processing; emotional and logical.

• How to uncover the buyer’s personal perceptions of safety and the decision process they are using in order to guide them to use your service. If you contradict this process and trigger even the smallest feelings of fear they will reject you and your product.

• Learn how fear and anxiety can turn your client’s thoughts from caterpillars into pythons and how to prevent this; so that the caterpillars turn into butterflies instead.

• Learn how selling your own home is the scariest decision a person may ever make and how to guide your client safely through their anxiety to a stable decision to list with you.

• We will look at very specific strategies to maximize your message and the way you present it, so that your clients are able to safely process the message through their emotional filter to make effective decisions. Decisions that will not unravel when they continue to think about the situation after you have left or when they hear new data from your competition.

• Importance of the customer doing at least half of the talking during the sales process in order for the purchase to be stable. Using the magic wand technique that helps a buyer express their needs so you can discuss the real value to them of your offering.

• How to manage your clients fear response to help them to continue to listen and have the ability to buy from you.

DVD Set

Emotions in Selling:
Introduction to trust based selling to help clients make strong decisions $249 + GST

What is included:

• Learn how fear and anxiety can turn your client’s thoughts from caterpillars into pythons and how to prevent this so that the caterpillars all turn into butterflies instead.

• How to manage your client’s fear response to help them to continue to listen and have the ability to buy from you.

• Managing your own fears and rejection responses.

Group Workshop

Emotions in Selling (RE):
Appraisals to Listing by overcoming the fear barrier. Duration 3 hours $950 + GST

What is included:

• Overview of neurological systems that drive decision making specific to listing and selling Real Estate.
• Brag Sheet: exercise to define why a property owner should hand their greatest financial decision over to you. Having clarity on how vendors choose agents.
• How to manage the vendor’s fear during both appraisal and listing meetings.
• Detailed scripts for appraisal walkthrough. How not to give your opinion on the spot.
• Setting up the parameters for a return meeting to conduct a listing call. Includes how to have all decision makers present.

Group Workshop

Emotions in Selling (RE) –Prospecting for Real Estate. Duration 3 hours $950 + GST

What is included:

• Overview of neurological systems and the role of fear and trust in selling. Learn to manage your own fear response to overcome your fear of cold calling.
• Managing your own fears and rejection responses.
• What is effective prospecting in real estate for residential listings and new property management?
• What is the difference between warm and cold calls? How to be warm calling most of the time.
• The role of scripting and developing your own script.
• Getting started: territory definition, personal organisation of your time and energy.
• Introduction and explanation of six different types of prospecting, each with starter scripts includes a Door Knocking System and Survey Prospecting. This is a specific system, fully scripted with supporting tools.
• Prospect tracking systems: Managing prospects from first touch to formal appraisal, role of follow up contact and marketing material.

Group Workshop

Emotions in Selling – Full day combined program. Duration One day $ 1800 + GST

What is included:

• Emotions in Selling – Trust based selling to help clients make strong decisions
• Emotions in Selling – Appraisals to listing by overcoming the fear barrier
• Emotions in Selling – Prospecting for Real Estate

Sales Excellence Coaching Programs by Maya Saric

Individual Coaching Program

New Listing Agent Start Up. Duration 9 hours over 3 months $2,500 + GST

What is included:

• Emotions of selling overview.
• Personal motivation exercises targeting addressing cold calling issues.
• Getting started: territory definition, personal organisation and
• Introduction and explanation of six different types of cold calling, each with starter scripts.
• Door knocking system: Survey Prospecting. This is a specific system, fully scripted with supporting tools.
• Prospect tracking systems: Managing prospects from first touch to formal appraisal, role of follow up contact and marketing material.
• Weekly prospecting reporting by email.
• Three end of month coaching sessions on self emotion management.

Individual Coaching Program

Fires of Hell- Understanding your personal action triggers. Duration 8 hours over One Month $1,800 + GST
What is included:

• Understanding the neurological structure of the brain and how the flight/fight mechanism drives the specific decisions you make.
• Identifying your personal blocks to action.
• Creating a clear plan for overcoming your blocks.
• Identifying goals that are fuelled by your own motivation structure.

Individual Coaching Program
Sales Excellence – Follow up to the Fires of Hell Program. Duration 9 hours $1600 + GST
What is included:

• Defining goals for your immediate sales issues.
• Agreed action plan on daily and weekly levels.
• Joint review of:
1. activities
2. sales situations
3. obstacles to current performance

Structure:

• Minimum program is set up session of two hours then eight weekly sessions.
• Conducted in person or on Skype with video.

Sales Management Programs by Maya Saric

SIP SALES CAPACITY AUDIT

Understanding Your Current Sales Team. Duration 2 hours $950 + GST

What is included:

• Test your existing sales and support team to achieve an independent sales capacity audit.
• Team results debrief with the manager – two hour onsite / phone review with a SIP specialist.
• Includes eight team members. Additional staff $180 + GST per person.

Workshop

Sales Planning. Duration One day $1,800 + GST

What is included:

• Total territory definition.
• Define and agree the business sales mission.
• Set sales goals: Five years and annual.
• Individual territory creation within the total territory by geography, product or industry classification.
• Staff matching to territory (includes results from SIP Sales Capacity Audit).
• Define existing staff development needs to match territory definition.

Here’s some more information on what SIP can do for you.

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TERMS AND CONDITIONS • Settlement due in full 7 days before program starts, including recruitment. • * All facilities, refreshments and transport costs are additional and the client’s responsibility to organize. • Pricing valid until 1/03/2012.

Why a Receptionist for a Sales Organisation Needs to be a Gun Sales Person

Posted on 2 December 2011 by Maya Saric

We have tested over 400 receptionists through all the businesses we have worked with and the profiles of the ones the business owners tell us are very good, are identical to the sales people.

Yes, equal to the BETTER sales people, especially in specialist sales organisations like Real Estate offices. You’re surprised that this role is so important to your business achieving new sales? I’m not.

One of the characteristics with new business or ‘hunter’ style sales people is they are not focused on details as they are often working too quickly. The upside of that is they are willing to handle a million balls at once, which is the first reason you need a hunter at reception. That is, they don’t handle a lot of detail as a normal part of their work, but in a busy office they need to be good with volume and not get flustered.

The second reason is the reception deals with the most important people, your public, often in times of crisis and confusion and if they cannot calm, or stall, an unhappy caller before they are dealt with more fully, the caller will turn their distress at your business and most often never call back. You get one chance at the really important issues to make a difference and the front desk is the first person the public will deal with so they can make a huge difference in supporting your prospects and clients before they are heard by the ultimate representative.

The third reason is that reception is the best way to give someone too young to sell or unable to work full-time a chance to learn the whole business while you wait for them to be ready to sell. Given how hard it is to find quality sales staff at any level why waste this role on someone who does not aspire to a career path inside your business.

If you are interested in a simpler more accurate way of finding sales staff who can sell, whether for reception, a listing agent or a BDM for new managements contact me at maya@salesinventoryprofile.com or call now on 0407 005 290

Wanting to grow your sales team? Have you considered growing your talent within?

Maya Saric – The Sales Psychologist

The Sales Psychologist

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Why a Receptionist for a Sales Organisation Needs to be a Gun Sales Person