Potential Sales & Consulting Group
Volume 2, Issue 2
February 2017
LIVE Presentation—Sales Selection Best Practices
We Fix Sales Problems: Should your sales be growing at a faster pace? Is your current Sales culture causing you to miss business (ROI)? Can your salespeople demonstrate value and sell at higher prices? How do you plan to KEEP the new sales person motivated after the honeymoon is over?
Inside this issue: Ask the “Sales” Neurosurgeons
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What is the Most Challenging Part of Growing Your Business?
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About Potential Sales & Consulting Group
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Do You Hire Top Sales People?
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Now Hiring
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Potential Sales & Consulting Group Values
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Every company's needs are different, yet every company needs salespeople that will succeed in the roles that must be filled. In this fastpaced 30-minute presentation, Sales Development Thought-Leader Dave Kurlan, one of the Top 50 Sales Influencers in the World, will explain the important roles of Benchmarking Top Performers, making sure your sales recruiting efforts are EEOC Compliant, and how to make sure that you can predict, with confidence, whether your sales candidates will succeed in the role you need to fill.
Tuesday, February 17, 2017 11:00am USA Eastern Standard Time (GMT -5)
Won’t you join me on February 21st for a terrific live presentation on Sales Selection best practices? Please click on SAVE MY SEAT to register.
Click on Register Now, Dave Kurlan, or Save My Seat to register for the webinar. HOSTED BY SALES EXPERT DAVE KURLAN Founder and CEO of Objective Management Group
Ask the “Sales” Neurosurgeons Q: One of my team members appears to be in a slump? Can you provide some sales motivation tips? A: Sales motivation helps to
drive the sales figures higher. Just like a domino effect, a motivated sales team will project and achieve higher sales goals and keep the sales growth intact. Thus, a better and stronger sales pipeline is developed. Keep in mind that the leads worked or unworked are regularly updated so that no deal is lost or overlooked. To keep the sales motiva-
“When a new position is created, it’s quite common to have a "right person" on your existing team.”
tion going, gratification is particularly important. Every competition should have productive and well thought out prizes for the winners. This will boost the morale of your sales team and sales reps. Make it a point to be reasonable and do not go overboard with the prize. On the other hand, do not be stingy. Gratification is crucial because at the end of the day it keeps the sales reps motivated as well as aspiring them to achieve more.
The “Sales” Neurosurgeons column is a Sales advice column in the format of anonymous questions and answers submitted by readers with
an issue in the form of a question. The expert advice of the “Sales” Neurosurgeons provides a response. Submit your questions to: Newsletter@potentioalsalesgroup.com
What is the Most Challenging Part of Growing Your Business? Hiring is often cited as one of the most challenging parts of growing a bu si ne ss . W he n i t com es to building your business dream team, right people-right seat decisions are rarely black and white. For example: when a new position is created, it’s quite common to have a "right person" on your existing team. This person shares your core values and really wants the opportunity, but falls short on getting it or having the capacity to deliver what the position requires. The question becomes: should you invest time and resources to develop that person or fill the position with someone outside your team? Isn’t the answer obvious? Should You Hire Internally? Many business owners and managers might argue that this is a no-brainer. Opportunities for advancement should always go to the right people who are already on your team, right? Filling a seat with someone who has exhibited core values alignment must be better than starting with someone you don’t know. And moving someone internally may create an opportunity for another person on your team. Shouldn’t that be considered?
Don’t you run the risk of losing good team members by not offering them the opportunities? Slow down. Before racing into important people decisions, consider doing three things that will increase the probability of better outcomes. Define the offering. Clarify the following aspects of the position:
Functional responsibilities for the seat
Measurables that must be delivered
Support and compensation that you will provide Make sure you know exactly what you need from the seat and when you need it. Clarify your window of tolerance or the time you need to get someone fully functioning in the seat without compromising your vision. Aim to hire and develop someone within that window of tolerance. Post the opportunity. Post the position both internally and externally to produce a list of viable candidates. Then follow the same careful hiring process with each candidate, internal or external, to select the best person for the position. Be sure that your choice
is based on shared vision and GWC, not feelings of entitlement. Execute. Put your development plan into action to verify that you have the right person in the right seat within the timeframe initially specified. Hire the Best People. To achieve a great vision, you must get really good at filling your bench with great players. Every business is competing with you to hire the best people. The three actions above will position you to make better decisions for your business. And when you're competing for people outside your current team, these steps will help you to win more recruiting contests. These three steps are simple, but you must slow down and do the work within each step. When you don’t take time to do the work, you will likely make decisions that will cost you thousands of dollars, and maybe your business. Click here to read article online. Written by Don Tinney, February 13, 2017, EOS Worldwide Blog.
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Potential Sales & Consulting Group (PSCG) is an established man-
agement consulting firm focused on sales development whose goal
Organization
is to provide value for its clients and change the way the world views the Sales profession. Privately held and headquartered in Potential Sales & Consulting Group Corporate Headquarters 18501 Pines Blvd, Ste. 365 Pembroke Pines, FL 33027
Pembroke Pines, Florida, the team works with clients globally supplying an array of sales solutions to help clients fix sales problems, thereby, increasing sales. Founded in 2012, PSCG has grown to incorporate a team possessing more than 60+ years of collective sales and marketing experience. PSCG specializes in exponentially growing sales by bringing
Phone: 877-608-9900
accountability to the sales process and crafting a sales culture of success. With Potential Sales & Consulting Group’s passion and strategic style of sales, the team has assisted multiple companies ranging in size from $4m to $2b grow their business on an average of
“Accelerating people and companies to reach their full potential”
25% or more per year. Potential Sales & Consulting Group’s Mission: Holding teams accountable to the Sales Process and to grow Sales.
WE’RE ON THE W EB P OTENTIALSALESGROUP . COM
Do You Hire Top Sales People? A high performing sales team is critical to the success of any organization. This is accomplished by ensuring that targets are met and sales are boosted. Thus, hiring top salespeople who will add value to your business becomes mandatory to increase revenue figures. Hiring managers have to be really cautious while hiring top salespeople. They should not compromise on the set of qualities and skill sets they look for in any candidate. During your sales recruitment process, you will have to identify individuals who carry a flexible approach and are always ready to adapt to the changes and transform according to the
new sales routes. While hiring top salespeople, look for candidates who are not afriad of facing any failure and rejections and are able to try something different all the time. Experience is always required when recruiting top salespeople, but the right skill sets are more crucial than any other factor. The primary concern of any sales management team is the way candidates carry themselves. There has to be a certain level of confidence, hard work quotient and other set of vital characteristics that are the key to hiring top salespeople. Some smart companies use express screens to filter their candidates and some compa-
nies outsource their recruiting process. Companies that practice continuous hiring of salespeople do things differently. These companies start by developing a plan that helps them manage the process. The interview is undoubtedly the most critical step in hiring top sales people. Advise the sales candidate that this is an audition. The best interviewer will set the stage for candidates by role playing and putting them through some tough selling situations. They will then see how well the candidates handle themselves in said situations.
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Contact Sales Neurosurgeon, Victor Arocho, to Speak at Your Company or Event 877.608.9900
Please visit our website at: PotentialSalesGroup.com for available Sales positions. If you are an employer and would like to post a sales position, email us at:
Newsletter@PotentialSalesGroup.com or call us, and we will add your job posting to our website at no charge.
Potential Sales & Consulting Group Values Learn and Grow – Always advancing your mind, advancing yourself, and others. Have Fun – Love what you do. Make someone laugh! Family – Family comes first. What happens inside the business family, stays inside the business family. Chivalry – Having manners, etiquette, be a gentleman. Be a lady. Balance – Do the things that you need to get done. Whether it is for the business or making time for the family, spouse, significant other, kids, yourself, etc., it’s about results, not time.
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