Sales Management eBooks
The following eBooks are available for your Amazon.com Kindle and B&N Nook.
|Sales Management Legacy Series
Amazon Top 100 Best Seller
Have you ever wondered why some distributors are quick to focus their selling efforts on your behalf, while others just don't seem to get around to pulling your products out of the bag?
Reseller is the same as Distributor, Jobber, Wholesaler, Manufacturer's Rep, Value Added Reseller, Retailer, Dealer
- Identifying your key Reseller issues and challenges
- Identifying your fundamental interaction strategy
- Determining current and ideal depth of involvement with the Reseller’s organization
- Profiling customers the Reseller will call on
- Identifying the marketing, prospecting, sales and customer service activities necessary to sell and develop customers
- Determining the sales and marketing support functions you can provide and which the Reseller must provide
- Matching current challenges to solution characteristics
- Looking at the triad of performance - how much do you own?
- What Resellers must know about your prospects and products before they can sell hard
- Reseller noise and why you want it blaring
- Training issues, what can you provide?
- Conducting “real time” Peer to Peer Performance (P3) Coaching and Strategy Sessions
- Using P3 to train and coach for optimal performance
- Access strategies to optimize performance
What happens to the Sales Professional who would like to advance his/her career in your company? Where can they go? Most likely, this person will have to seek a position in management. But, what if that person is a top producing Sales Professional who doesn't want or is not suited for management? It’s not like you haven’t seen that before!
Without some form of career path, salespeople often just plateau. They get into a comfortable “rut.” Production is marginally acceptable, but not anywhere near true potential. Once they settle in and gain seniority, it’s very difficult get them going again. These challenges can be greatly reduced with the development of a career path for sales professionals who would prefer active selling to going into management for career development.
The purpose of this book is to provide the information necessary to establish a career path in sales so that top producers are not forced out of the profession in order to gain promotions.
- Describe the key components of career path plan
- Review a sample career ladder parallel to a management path
- Identify how different levels would be used in the field
- Understand implementation strategies
- Review detailed career path requirements for sales professionals
The purpose for reading this book is to understand how to establish a systematic, structured process for recruiting, interviewing, and selecting sales professionals most likely to blend with your organization’s culture and have the greatest chance to succeed in their positions.
- Differentiate between Resume based and Criteria based interviewing
- Compare the key characteristics of top sales producers with those of top sales managers
- Discover the true cost of turnover
- Define and summarize job descriptions
- Determine if candidates are likely to fit within the established corporate culture
- Develop “knock-out” questions to streamline the interview process
- Design the criteria “T” form
- Understand the basis for questions you cannot ask
- Formulate an interview question pool
- Construct a candidate folder
- Locate qualified candidates
- Conduct successful employment interviews
- Make the selection based on objective criteria
The purpose of a performance evaluation is to provide accurate feedback on performance that motivates improvement, development of new skills, communicates the organization's priorities and clarifies expectations. It is a way to get a clear perception of how a person matches with the expectations (self and other).
- Understand the steps in the appraisal process
- Write descriptively about levels performance
- Understand the goal setting process
- Understand how to plan the observation schedule
- Know how to test patterns of behavior
- Understand how to conduct the performance appraisal session
- Be able to consistently implement the performance improvement process to optimize productivity
This book contains a detailed five point scale complete with five descriptions for each item evaluated. This minimizes the "halo" and "horn" affects and provides easier comparisons when appraisals are conducted by different managers of the same person. 47 areas receive this detailed analysis.
The Sales Manager’s number one job is to obtain results through the "efforts" of others.
What are these efforts? For selling, the efforts are skilled activities, processes, applied knowledge and strategies that must be used at some level of proficiency in order to carry out the steps of the sales process. When the efforts aren’t getting the results either from not doing them right or by not living up to full potential, it’s time to coach.
- Understanding how work planning, reminders and cozy chats are different from coaching
- Knowing if coaching is the appropriate plan of action using the “quick coaching analysis”
- Following the natural flow of the coaching process
- Using the modified “Sandwich Technique”
- Allowing and enabling the person to solve the problem with your guidance
- Selecting effective positive and negative motivational consequences that aren't terminal or costly
- Using the “Interim Action Plan” to document coaching sessions
- Evoking consequences, positive or negative
Imagine a meeting with your team where a member is talking about being concerned about an objection that might come up when s/he tries to set an appointment to see an important decision maker. Now visualize other team members offering what they think might work in this situation. See the entire team focus their energy, knowledge, skills and experience to help a single member develop a way to get that appointment.
Do you think that this person would get some workable ideas?
Do you think that if we did this with each team member for each step they were experiencing difficulty with, they would in short order, be able to handle most of the obstacles and objections that came their way?
Tell your team that this session will be dedicated exclusively to reviewing the top prospects and projects to make sure that workable tactics are developed to ensure the strategies will be carried out according to plan.
The purpose of this sales meeting is to provide a mechanism to focus the knowledge, skill and experience of the entire sales team on developing strategies and tactics for individual priority prospects and projects to dramatically improve closing ratios.
- Facilitate "Peer to Peer" coaching.
- Reduce the learning curve for new staff
- Increase accuracy of sales forecasts
- Promote team development
- Improve closing ratios
- Monitor priority customer development progress
Work units (teams, divisions, companies) that tend to be highly successful in producing and sustaining high quality and quantity work, as well as, high job satisfaction, have strong motivational cultures.
Once people buy into and share the "vision" of what you want to create, they will figure out on their own how to contribute and how to do so at continuously higher levels.
- generate and write a vision that motivates
- define the group's mission
- determine the "critical success factors" that must be met to successfully carry out the mission
- identify the goals necessary to support each critical success factor
- formulate the tasks and action items to achieve the goals
- ensure that the goals cascade to each person in the organization
- review and select values that guide implementation
- learn how rites, rituals and hero selection can dramatically change production - up or down
Effective Meeting Planning and Facilitating is presented in two parts.
The first part focuses on the core knowledge, skills and strategies necessary to:
- set measurable objectives
- identify participants and why they should attend
- set the agenda activities
- determine if the benefits are worth the costs.
The second part focuses on the skills needed to facilitate a meeting including:
- mental preparation
- platform etiquette
- participant engagement strategies
- brainstorming process
- consensus building steps
- handling troublesome participants