If something is truly important to us we are motivated to do whatever it takes to make it happen.
Very few people think getting more money is important enough to endure the angst of prospecting.
To have people push through their pain they must be clear on how important the result of their prospecting really is; self pride, glory, respect, providing for their children. It has to be really important to them.
— Maya Saric
My passion in business is all about creating sales excellence for organizations and sales professionals. I do this by helping my clients expand the sales functions within their businesses. My coaching philosophy has always been based on the three part formula: Select. Teach. Expand.
Firstly, I help businesses recruit sales staff who really do have the capacity to sell.
‘Oh no! Not recruitment!’
I can already hear your agony because getting this right in the past has been fraught with danger. But not so for my clients. We have a time and cost effective way of attracting the best candidates your market has to offer and then short-listing them for interview based directly on their selling capacity. So you are only interviewing and choosing from appropriate candidates for your role who can do the job. Importantly the attraction and short-listing of candidates all happens in the cloud, leaving you free to get on with running your business.
If you want to hear what some of our other clients have been saying about our revolutionary new way to recruit go to: https://mayasaric.com/testimonials/
The second way we help businesses achieve sales excellence is to help their sales staff realize their personal sales capacity by teaching selling. Starting with understanding the psychology of buying we continue by coaching them through their own professional road blocks by instilling self organization, territory analysis and sales planning.
You can read about my sales training here.
I have been providing sale coaching as a job since 1992 (when I was a sales trainer) to help sales people through the learning curve of selling to work at a level of their personal best. When I registered my business, Corporate Coach Australia, in 1994 it was the only business in Australia to be consciously providing coaching services of any kind to the business sector.
Finally we teach sales staff to manage their energy and emotions. I know teaching sales process has gone out of fashion and everyone is focused on the internal game. But consider this: if you don’t know what you are supposed to be doing and you are totally disorganized and behind schedule then you should feel lousy. No amount of positive attitude will help if you have missed doing the first two parts properly. Most sales people don’t understand how buyers make choices or how to build trust during selling.
To combat this, I take people through knowing what to do (training) through creating systems that support their activity to consistently working at their peak level through on-going coaching and occasional nagging.
The Future
If you need sales staff who really can sell or are wanting to improve your or your teams sales performance, let’s talk. Call me, Maya Saric, on 0407 005 290
For more articles: find out Why sales staff who ‘hit the ground running’ are bad for your business
There is a belief in the corporate sales world that to hire sales staff who are capable of “hitting the ground running” is a good idea. I’d like to suggest that it’s bad for your business. Having staff who, the moment they turn up or really soon thereafter, are out there doing their thing without you and without any clear directions, training or preparation is actually detrimental. Why is this? Well consider this, staff that are capable of ‘hitting the ground running’, without pre-existing product knowledge are also usually capable of creating or choosing outcome.
es that are not in your company’s best interest, because it ‘seemed like a good idea at the time’ and they have the confidence to act alone.
To have the courage to perform alone in an environment where you don’t have all the facts and you don’t have all the answers and you haven’t rehearsed or seen in action the practicalities and details of various alternatives, means that you’re going to go with what seems like a good idea on the day. The sales rep who is capable of picking up the phone, ‘having a go’ and has good energy for prospecting and creating new opportunities, needs to be well armed before they start.
If you’ve managed to hire such a person, that person is precious and rare, and there are very few of them in the world as a percentage. If you have one, you need to prepare them. They need to have the entire product knowledge ready at their disposal. So, spend a month or two, or depending upon the technical complexity of your product, 3 to 4 months, training that person, teaching that person, having them sit quietly on the corner of another person’s sales call learning; what sort of answers to give, what sort of questions that they will need to ask, and sorts of answers that other reps who do know the product and who have had correct industry experience in your products, will come up with. Don’t leave your company’s sales success resting on what the new person with enthusiasm and energy, bravery and courage is capable of thinking up on the spot.
Sales people who are capable of going out and prospecting, winging it and improvising, are great for new business roles. They are the sort that every company wants and I encourage you to use the Sales Inventory Profile (SIP) recruitment process to locate yourself some of those people. But I don’t encourage you to set them free without product knowledge and practise because the ramifications of that is that they will make way more mistakes as they will engage in way more opportunities than the other sorts of reps who need more help and haven’t started without the training. Sales staff that can’t possibly start without preparation will do very little for you in the first 6 months, but they will do it correctly and precisely later on.
The net effect might be marginally better for the new business style person in terms of closed business, but the bloodshed, for both your clients and for them, could be huge. If these are prospects and not existing clients, you might never know what the ramifications for the prospects were and by the time anybody else thinks to call on them, if you’re lucky, it would be well and truly forgotten.
The greatest damage to your firm is the effect on your new sales person, as they are much scarcer than prospects in most industries.
The consequences for your sales person who is being demoralised and defeated and denied success regularly at the beginning of their career with you, could be huge in terms of their energy to persist and stay in your business. If you lose this person you haven’t just lost 2 or 5 or even 20 sales in the early stages, but have lost 5 years of on-target sales.
Your new person isn’t going to say “Well, I am an awful sales person and therefore, I should stop selling.” They are going to say “This product is useless” or “My manager is useless.” Or even worse “My company is useless.” They will be saying to this to themselves to make themselves feel better and to everyone who will listen. Not only might they give up early on and find themselves a new job, and you have lost somebody really good, but they will project that negative energy during their sales calls before they leave you and long after when talking to others about their old job.
There is a period between when they are all enthusiastic, they are willing to do the job, they are happy to go out, make new clients and they have no fear…all before that point of dissolution and defeat. So, you need to catch them while they are still fresh and enthusiastic and keen, and teach them well. Teach them about your product, teach them about your industry, teach them the subtleties of closing your sale so that they make only a few mistakes, close a lot of business for you, and feel fabulous about themselves.
So if you think you’re up for having new business reps who really can sell, who really can prospect, who really can hustle, I’d like to encourage you to contact me, Maya Saric at Corporate Coach (0407 005 290) and use the Sales Inventory Profile (SIP) system to recruit some of those people for your team.
For more articles on sales staff and training: Why your receptionist may be your next sales star…
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 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
Hiring staff who cannot prospect and will fail at closing, no matter how well you train them.
It often starts here: A candidate’s résumé tells you: “five years selling software”, “highly motivated and a self-starter”, “a degree in Computer Science”, “retail selling experience”!
Question: What’s wrong with this information? Answer: Everything
And, it’s why 70% of NEW STARTS in Real Estate will FAIL within 12 months and a total of 90% within 2 years!
This will cost you, the business owner over $100,000 dollars in the first year for each unsuitable candidate chosen in salary and indirect expenses.
It could be costing you millions in lost sales opportunities in hiring or hanging on too long to the hard-working but wrong ones! Imagine how many sales you lose in the second year as they slowly starve you and themselves before they admit they cannot do it?
Even worse, reading résumés can mean throwing away the sales stars of tomorrow because their résumés are poor, or don’t have the right clues, or maybe (and here’s the big one) there’s nothing in their past worth putting in a résumé because they are still young or returning to the workforce after having stopped for a period for parenting or complete their education, travelling, etc. We all know great real estate salespeople whose past gave NO clue to their future sales potential!
Excellent résumés aren’t always a good indicator of sales abilities!
Question: What’s the alternative? Answer: Start using SIP today!
The SIP system combines innovation, the internet and psychometrics. The results identify only those candidates who have the inherent attributes to enable them to sell real estate.
The SIP team will:
Use SIP first before you read yet another résumé or hire another salesperson.
What our customers are saying about SIP: “We agreed to Maya applying her SIP test to all our Sales and Property Management, Managerial and some admin staff. The results produced, when compared with our own staff assessments, were surprisingly accurate.”
– Jim Shortall, Sydney
Want to have a chat? Contact Maya Saric, Managing Director maya@salesinventoryprofile.com
Want more Sales articles? Check out these from our blog:
Einstein’s Theory of Selling | Sales Excellence business
“Minds are like parachutes. They only function when they are open” – Sir James Dewar
Recruit Sales Staff with Sales Inventory Profile (SIP). Why? It answers your 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.
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
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:
• 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 all turn into butterflies instead.
• 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 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
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.
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.
Hi Everyone
To all my fabulous clients and friends who have journeyed with me since SIP was relaunched in 2008
Another year of selling comes to a close and before our focus turns to some well earned rest and time with families
I’d like to offer you a Christmas gift to make a difference to your sales results in 2012.
How to conquer your fear of prospecting. See the link is at end of this post.
This video is just a taste of what is happening when we recoil from prospecting and how to train ourselves to conquer that. As business people we are all selling ourselves and prospecting is the single biggest issue limiting our sales results, followed closely by closing. If you, or one of your staff would really like to conquer this or any other fears you have associated with selling once and for all I run personalised Coaching programs which cost $4,500 +GST and costs in the privacy of serviced offices so you don’t have to expose any of your vulnerable bits to family or staff.
Let’s book you now for January or Feb before the New Year gets away from you.
I can also run small team 1 day version to conquer the common fears that a sales team experiences for the same rate plus facility costs.
Have a fabulous Christmas and a very prosperous New Year
If you’d rather download the video Right click on the link below and choose “Save link as…” (or similar) to save the video file to your computer.
Download – Emotions in Selling : Part 5 by Maya Saric here