 21
Core Competencies of Successful Sales Managers |
Success
Elements |
Sales
Competencies |
Attributes / Behaviors |
| Destination & Compass |
Has Written Goals |
- Clear.
- Specific.
- Realistic/attainable.
- Measurable.
- Compelling.
- Is committed to them.
- Has internalized them.
|
| Follows Written Goals Plan |
- Knows what must be done and why.
- Has developed action plans.
- Follows action plan.
- Has determined possible obstacles.
- Has a plan to deal with the obstacles.
- Has check points.
- Debriefs daily.
|
| Outlook |
Has Positive Outlook |
- About self.
- About company.
- About marketplace.
- About learning.
- About growing.
- About value of what they have to offer.
- About value of what company has to offer.
|
| Take Responsibility (No Excuses) |
- Doesn't externalize (doesn't blame others, company, prospect, their past, etc.).
- Knows it's up to them.
- Knows the only things they can control are their activity and behavior.
- It's OK to "fail".
- Doesn't play psychological games like: if it weren't for you, ain't it awful, yes but, kick me etc...
- Does the behavior they need to do at the appropriate times.
- Learns from inappropriate behavior.
- Accepts challenges.
- Doesn't rationalize
|
| Strong Self Confidence (No Excuses) |
- High self image.
- Is not effected by what others think.
- Understands that getting a "no" is a good thing.
- Doesn't take a "no" as failure.
- Learns from each behavior they perform.
- Realizes that there is a lot to learn and it's ok not to be perfect.
- Understands that "role" failure is a way to grow and does not effect how they should feel about themselves.
|
| Record Collect |
Supportive Beliefs |
- OK to hear no.
- OK to fail.
- OK not to get approval.
- OK if I upset someone.
- Calls at the right levels
- Knows she/he has "rights"
- Has a self-image of 10 (on a scale of 1-10).
|
| Bravery |
Controls Emotions |
- Controls Emotions
- Is not lost for words.
- Doesn't take things personally.
- Knows what to say or do at the appropriate time.
- Is a "third party" at coaching events.
- Is prepared for what ever the salesperson does.
- Doesn't panic
- Doesn't become excitable
- Doesn't strategize "on the fly"
- Stays in the moment
- Doesn't over analyze
|
| Doesn't Need Approval |
- Will ask the tough questions.
- Helps salespeople get prospects to say "no".
- Will bring things to closure.
- Won't accept wishy washy statements.
- Will confront.
- Gets good "up-front contracts".
- Gets "personal needs" met outside sales.
- Deals with stalls and put-offs
|
| Post Call Debriefing |
- Picks one call that went well and one that didn't.
- Performed daily.
- Starts with an outcome and works backward.
- Salesperson learns why the outcome was reached.
- Salesperson learns his part in the outcome.
- Salesperson learns a lesson.
- Salesperson has plans to incorporate the lesson.
- Follows up on prior day's lesson.
- Asks lots of how and why questions.
- Salesperson views the debriefing as helpful.
|
| Pre-Call Strategizing |
- Performed daily.
- Has salesperson choose a call to strategize.
- Asks salesperson for the goal for the call.
- Asks salesperson why the call is taking place.
- Asks if that is an appropriate goal.
- Poses hypothetical objections to test for preparation.
- Asks how salesperson will achieve the goal.
- Asks about the prospect's decision-making ability.
- Asks why the prospect agreed to meet with the salesperson.
|
| Supportive Buy Cycle |
- Make quick decisions about personal purchases when they find what they want.
- Establishes goals for what they want.
- Doesn't care much about price when they buy.
- For a major purchase (other than a car) they usually shop only one store.
- A major purchase is usually over $1000.
- Usually doesn't do research for a major purchase.
- A major purchase usually takes less than a day.
|
| Exercise |
Holds Salespeople Accountable (doesn't accept mediocrity) |
- To number of dials.
- To number of contacts.
- To number of appointments scheduled.
- To number of meetings scheduled.
- To number of qualified quotes and/or proposals.
- To number sold.
- To the goal.
- To overcoming weaknesses.
- To training.
|
| Style |
Effective Recruiter |
- Recruits Regularly.
- Recruits when no position to be filled.
- Follows the 5-step process.
- Tests prior to interviewing.
- Has high standards.
- Effective phone qualification.
- Effective ads.
- Follows EEOC Guidelines.
- Not limited to own industry.
- Does own interviewing.
|
| Effective Listening/Questioning |
- Helps salespeople do the talking.
- Knows what questions to ask.
- Asks lots of How and Why questions.
- Knows why they are asking them.
- Makes salespeople's answers specific.
- Listens to what the salespeople aren't asking.
- Doesn't get emotionally involved.
- Doesn't assume.
- Questions uncover problems.
- Answers questions with questions.
|
| Early Bonding & Rapport |
- Helps prospect to relax.
- Gains comfort level.
- They are relaxed themselves.
- Knows when they don't have rapport.
- Shares with prospects when they sense that they might be uncomfortable.
- Deals with problems up-front.
- Establishes good up-front contracts.
- Displays sincerity, trust, believability, warmth and trust.
|
| Effective Motivator |
- Knows each salesperson's dream.
- Knows the goals required to achieve their dream.
- Knows the each salesperson's plan.
- Knows what each salesperson must do each day to achieve goals.
- Motivates using goals and dreams, NOT quotas
- Understands each salesperson is different.
- Knows how to get each salesperson to take action.
- Doesn't accept complacency.
- Recognizes when it's time to set new goals.
|
| Grows Salespeople |
- Allows them to fail.
- Doesn't rescue.
- Makes sure a lesson is learned from each failure.
- Is not the company "closer."
- Salespeople on continuous growth curve.
- Not afraid to terminate untrainable salespeople.
- Builds self-esteem of salespeople.
- Provides proper encouragement.
- Challenges salespeople.
- Encourages competition.
|
| Qualifies Proposals & Quotes |
- Salespeople get to all the key players.
- Salespeople knows decision criteria.
- Salespeople help influence decision criteria.
- Salespeople know where they stand all the way.
- Salespeople ask all the "right questions"
- Salespeople know the time line for decision.
- Salespeople know the probability of sale.
- Salespeople know where they stand against the competition.
- Salespeople always know what will happen next.
- Salespeople have good "Up-Front" contracts.
- Salespeople qualify for money.
- Salespeople don't have "happy ears".
|
| Gets Commitments and Decisions |
- Salespeople know how to get a "monkey's paw".
- Salespeople have good "Up-Front" contracts.
- Salespeople get yes or no decisions.
- Salespeople don't "roll over" when they get a "no".
- Salespeople don't take stalls or put-offs.
- Salespeople always know what will happen next.
- Salespeople find out the "conviction" level.
- Salespeople are willing to hear "no".
|
| Desire |
Strong Desire for Success |
- Has goals.
- Is "money" motivated.
- Willing to take risks.
- Has the incentive to perform tasks that may be uncomfortable.
- Is self-motivated.
- Undying urge to become the best.
|
| Commitment |
Commitment - Doing What It Takes for Success |
- Is a winner.
- Does what non-winners won't do.
- Is willing to risk
- Will put themselves in "high risk" situations
- Willing to force a "no" from the prospect.
- Unconditional even if: afraid, uncomfortable, or in disagreement over goal.
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