How do I train and motivate new sales development people?
I am looking to train sales-minded top performers who are responsible for new business development, building and maintaining quality relationships with clients, managing accounts and assignments, and growing existing accounts.
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Richard Stern-Suggest you make a Sales and Marketing Plan.
Then hire experienced persons who have current relationships with the customers you are trying to sell.
Provide a great commission package with incentives by performance.
Use training methods capitalizing on the company strngth to support the effort.
Great Sales persons have the "gift", or natural talent to sell.
Your job is to find those people provide support and get out of their way.
If you are starting with "top performers" let them tell you what they need in a more collaborative role. If you need to train new sales people then you need a defined sales process and the ability to coach and direct. What you are selling makes a difference in methodologies. There's a huge difference from just moving merchandise to consultative, solution selling. You can use personality assessments to identify high "I" Influencers in DISC Profile vernacular. These are usually good sales people and relationship builders. Whatever way you go, have a documented process to measure, monitor and revise according to results. Also, there are professional coaching services you can bring in to do the assessment and develop then implement the training.
Before training your team it is important to remind that they are a part of a team, a part of the business and that they are valued. Communicate your vision clearly to them, make sure they have complete product knowledge and that they are on-brand. They need to be people who live your values and want to grow with the business. There is no point in investing in people who are not 'on your bus'.
If you feel that you have the right team then you can help develop by looking into vocal training (looking after their voice, using their voice to build rapport, communicating with customers and being on brand when they speak). This type of training is great for people who are on the phones mostly.
I would suggest also looking at thought leadership training especially in areas like confidence, mindset. presence, fear, dealing with negativity, handling objections and how to be authentic. People buy people and if they can be authentic, confident and inviting then the sales will follow and you will be more likely to get repeat business from customers.
We provide vocal, attitudinal and leadership training so feel free to ask me any questions :)
A sure way to motivate your Sales Development team is by Revealing the Opportunity they have to grow personally and professionally with your business. The biggest mistake most sales people make is not Understanding their Opportunity.
Everyone of your items could be a Post on its own. 3 things I use Training Coaching:
1. Modeling: What has been good behavior, for people who have been successful.
2. Break it Up: Use Best Practices in each area for things Like: Business Development,Relationship Management, Account Management. Not everyone is good at each thing.
3. Motivation: I don't know how you pay, but part of Base Salary can be based on: Relationship Management, Road Map to Revenue, and Customer Success
More on these at my blog: www.dailysalesthoughts.com. Hope I cam help you in the future!
Great comments from all the experts here! Only thing I can add Sammie is to sure you don't leave lead generation and sales message to your sales team to figure out for themselves. Identify a consistent source of new leads for them and set expectations as to how many calls, etc. they should make to these leads. They will waste time doing non-productive things if you let them.
Also, they may be experienced sales people but, it is difficult to be objective about the products and services you sell. Asking the right questions and using the right terms in your communications with clients is crucial to success. Give them scripts of what to say in a voice mail, what to ask a new lead, etc.
For Leads - leadferret.com
For Sales Messaging - salesscripter.com
Make sure what you are doing and teaching is going to be engaging. Make the exercises fun. Personal development is great as this not only covers the motivation side of things, but will also cover mindset and overcoming obstacles which will help them to achieve more sales.
There are a number of things that are important when developing a new sales team. First and foremost is make sure you have a clearly defined 'sales playbook'. This means you need to have documented what a sales person needs to know to sell your product or services. What sales pitch should they use? What are your key USPs (Unique Selling Propositions)? What is your standard pricing? How should they interact with your prospects/customers? What are your systems and how should they use them?
Once you've clearly defined this, hold the team accountable for following the playbook and ensuring it is regularly updated to reflect what is actually working and being done by the successful sales people in your team.
It is also important that your sales team knows how best to interact with the people they speak to on a daily basis. I recommend including something about different behavioural styles in your sales playbook. 'People Styles at Work' by Bolton & Bolton is a good resource to provide you with some tips on the different behavioural styles.
During taring remain soft with with them lies ten them try to satisfied them ,after taring give them achievable target and a part from bounces tell them your career depend upon hardworking achieve target satisfied customer show good behavior in office and you get promotion with in short time
Set your perks around the right behavior and they'll figure it out. Commission for quality works like a pop structure, avg tier 4-6% middle tier 8-12% top tier 15-20% and any or all of that based on performance around your specific goals. A checklist to score the leads generated and you have a system.
First I think important that you understand (as others have suggested) the motivating factors of training and motivating professional sales people. I do think it important that you the trainer have had some success in selling. Then you have a better understanding of what it takes to sell and the motivating factors that drive you to success.
A good salesperson must be comfortable with rejection. I always used the example of calling on 10 prospects, getting opportunities in 5 prospects, and closing the sale on 3 prospects that become clients. 3 out of 10 is batting .300 and are Hall of Fame numbers for both Baseball and selling...Be prudent in who you choose----I always figured if a hired 3 and got a good pro in `1 of them I was doing well...Trust between you and them is paramount. Sales people who love the challenge love the competition and figure the money will follow...Not vice versa...Training them is all about their emotional intelligence and being easy to be with, good listeners and are competitive...Big Game hunting sales people are rare and if you find one or 2 do everything you can to keep them with you...Good Luck
May i request you to expand on what do you mean by sales minded top performers ,are they already in sales or are they top performers wanting to move to sales ,????this would help me share my experience of being in training of sales people.
It is important to ensure sales people have training in product knowledge as this will help to build their confidence when dealing with customers. Knowing what they are talking about will be evident to customers and will in turn help to create sales, which will motivate the sales person. Training in communication skills is also extremely important in terms of listening to the customers needs but also ensuring the right questions are asked in order to find out what the customer requires.
Setting goals and objectives, which are linked to the overall corporate goals of the company is a must and ensures that sales people are given challenges to achieve.
Introducing concepts like sales person of the month or prizes for first sale of the day also helps to keep people motivated and encourages healthy competition amongst teams.
help them overcome the difficulties, offer clear strategy and anchors and they will become succesfull and hence motivated. Been there, done that, got the T-shirt and it really works.
New sales. Simplified is a great book for new business development. It gives sellers the right tools and coaching to be a hunter, not farming existing accounts.
As for hiring the "right" employees as sellers. Self starting, driven individuals is critical. A client of mine only hires ex sports players as reps, he wants competitive producers who can take rejection as fuel to keep going.
It depends on your industry And target focus. Another great book is Sales Dogs it will help you learn the different nature of a sellers, their traits and who is best fit for the role.
Lastly, a selling system, scripts and guidance is critical to ensure production.
Google John Pyron, he has a fantastic approach to building sales teams that deliver production.
Don't be a CRM jockey, get out in the field with your team and help on sales visits. Lead by example! :)
Begin by hiring motivated people who love to sell. Look for a track-record in sales and ask plenty of questions to ensure that they are comfortable prospecting for leads, building relationships, asking questions during the discovery process and fielding objections. The most important thing is that they enjoy the sales process, otherwise they will do everything in the world to avoid it!
Present your sales training in a step-by-step manner that covers the above topics. Encourage them to ask questions and participate in discussions. If possible, include some role plays and other interactive activities. Give them a firm understanding of your product or service, so they will be comfortable answering questions.
I recommend following up with training by shadowing them on the phone and accompanying them on sales calls. This will give you an opportunity to course correct, if necessary and jump in if they are struggling.
Finally, set up your compensation plan to help your sales team succeed. Make sure your plan incentivizes them for results, then limit the time they need to spend on non-sales related activities. If your budget permits, I recommend bringing in a reputable sales trainer and following up with a sales coach who will help them stay focused and on target.
What is your definition of a "sales-minded top performer"? Before I suggest training, it would be useful to understand the "starting point.", that is, the base knowledge and experience level of these individuals.
Warner Professional Sales
Well, I first thing I would advise you to train you upon is make sure that he has his hands over the LinkedIN ! Because that's something which is going to be a plus point over all the ...
Probably one of the best insights into how to motivate action in people (such as buying) is offered by Simon Sinek in his TED Talk here: How great leaders inspire action: http://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action
For your benefit, motivating your team is very well explained by Dan Pink in his TED Talk here: The puzzle of motivation: http://www.ted.com/talks/dan_pink_on_motivation
Additionally, business development is about negotiation and by far the best strategy is the de facto standard used by diplomats, hostage negotiators, and business people alike: Harvard Principled Negotiation. Two books provide the core subject matter:
- Getting to Yes: Negotiating an agreement without giving in by Roger Fisher and William Ury
- Getting Past No: Negotiating With Difficult People by Roger Fisher and William Ury
Finally, business developers under pressure to make revenue targets will typically make the mistake of chasing too many leads and getting none. An exceptional book for combatting that exact problem is Essentialism: The Disciplined Pursuit of Less by Greg McKeown.
I would recommend that if you have the budget that you retain the services of skilled trainers in order to train your team. If you have the time and the patience, you may take this a step further and extract from the material offered here some core principles to help you formulate incentive plans, qualification strategies, win strategies, and an overall go to market strategy.
I hope this helps.