Creating a Sales Culture for
Your Mission-Driven CDFI
August 22, 2013
Jason Friedman * Leslie Hoffman
Catherine Meyrat * B...
Using Goto Webinar
• All participants will be on mute.
• You will see a panel on the right hand
side. Under the Audio tab ...
The Friedman Associates Team Approach
We grow organizations
thoughtfully and
sustainably.
We help you maximize
your impact...
Friedman Associates
• Mission: inspire nonprofit leaders to achieve their
vision for the entrepreneurs and communities the...
Today’s Panel
Jason Friedman
Moderator
Leslie Hoffman
Co-moderator &
Panelist
Barbara Eckblad
Panelist
Catherine Meyrat
Pa...
Today’s Agenda
Foundational Concepts of Mission-Driven Sales
 What is mission-driven sales?
 Why is it important?
 Deve...
What Is Mission-Driven Sales?
Impact
Value
Action
7
Why Mission-Driven Sales?
8
Be Better, Do Better
9
Who’s Using a Mission-Driven
Sales Approach?
 Accion Texas, San Antonio TX
 Accion New Mexico – Arizona – Colorado,
Albu...
A Snapshot of the CDFI Landscape
Demand
• Grew in the fourth quarter of 2012
Originations
• Remain strong
Outlook
• Strong...
Market Research = Product Roadmap
12
What Does This All Mean?
Demand Focus Impact
13
Your Cultural View of Sales
20% Positive
21% Negative
59% Neutral
14
Have You Discussed Sales Culture?
Total: 43% No
Neutral Opinion:
47% No
Negative
Opinion:
52% No
15
Who Is Behind or Far From Goal?
39% of full group
43% of those with a neutral
sales view
37% of those with a positive
sale...
Mission-Driven = Values-Based
17
Explore Your Values
PASSION
Leads with energy, humility, joy and
fun.
Tenaciously overcomes obstacles.
PIONEERING SPIRIT
A...
Elevating Values-Based Behavior
Volume Values
19
Developing a mission-driven
sales culture
20
Explore Team Attitudes and
Resources
Board
Senior
Management
Staff
21
Board of Directors
• Your Board of Directors
need to be integrated into
your work in building your
mission-driven sales
cu...
Senior Management
• Senior leadership may also have
varied attitudes toward moving
to mission-driven sales.
• Success = ta...
Staff
• Achieving organization-wide
integration includes helping
each staff member understand
that they are a member of th...
What’s Your Bus Look Like?
25
Job Skills
• Job skills is a broad concept which
goes beyond narrowly-construed
work skills that an employee has to
succee...
Trust Is The Glue
Shared
Values
Good
Communication
Trust
27
Great communications strategies
• Make sure that folks whose job responsibilities depend
on each other have open channels ...
Motivate!
29
Tips on Sales Team Motivation
• Clear & visible
• Team and individualGoals
• Victories, big and small
• Learning from mist...
Compensation Considerations
 Integrating goals with compensation can be
effective and should be carefully considered.
 V...
How Do You Measure and
Monitor Progress?
32
Measure Actions and Outcomes
What outcomes does
your organization want?
Do you measure them?
Where are the gaps?
33
The Power of Key Performance
Indicators
Clear
monthly
goal for
loan
originations
Loan
conversion
rate?
Best kinds
of leads...
Driving Client Outcomes
Improve staff
response time
Improve portfolio
performance at the
loan officer level
Improve client...
Tips on Communicating Sales Goals
 Communicate clearly why
metrics are important and
how they will help the
organization
...
Measurement and Monitoring
Data
Measure
Impact
Manage
37
Sales Management Systems
38
Next Steps
Take stock of
your values
and impact.
Assess team
resources.
Mobilize with
clear goals, a
coordinated
team
appr...
And Here’s How We Can Help
 Assessment of current loan fund operations and
performance.
 Analysis of current staff funct...
Let’s Take Your Questions
41
Additional Resources
• FIELD forum Issue 23: The Organizational Foundations
of Sustainability (2009) on ACCION New Mexico-...
Additional Resources
1. Myers-Briggs Foundation: www.myersbriggs.org
2. StrengthFinder 2.0: (c) 2007 Gallup, Inc.
3. CISS ...
Thank you!
Contact us:
319-341-3556
jasonj@friedmanassociates.net
www.friedmanassociates.net
Upcoming SlideShare
Loading in...5
×

Develop a Culture for Mission Driven Sales for CDFIs

315

Published on

Our task as CDFIs is to deploy our loan capital as effectively and quickly as possible to meet the needs of the community. "Sales" is not a bad word in nonprofits, because you are working to make capital access equal for all. Learn how you can implement this within your own organization.

0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
315
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
14
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide

Develop a Culture for Mission Driven Sales for CDFIs

  1. 1. Creating a Sales Culture for Your Mission-Driven CDFI August 22, 2013 Jason Friedman * Leslie Hoffman Catherine Meyrat * Barbara Eckblad
  2. 2. Using Goto Webinar • All participants will be on mute. • You will see a panel on the right hand side. Under the Audio tab (c) you will see the dial in number and access code you were e-mailed previously. To join the call, then enter in the Audio PIN number. • Q&A: we’ll save 30 minutes for Q&A; type your questions in the Questions Tab (e). • You may also use the “Raise Hand” button to alert the presenters that you have a question or comment. 2
  3. 3. The Friedman Associates Team Approach We grow organizations thoughtfully and sustainably. We help you maximize your impact now for long-term results. 3
  4. 4. Friedman Associates • Mission: inspire nonprofit leaders to achieve their vision for the entrepreneurs and communities they serve - and demonstrate the results that lead to increased funding and long-term success. • Build Strong and Sustainable CDFIs:  Assess and Strengthen Loan Fund Operations  Improve Effectiveness and Impact of Development Services  Prepare CDFIs for CARS™ Assessment  Develop KPIs and systems to demonstrate impact  Strategic Planning  Board Development  Market Research  Preparation of CDFI applications 4
  5. 5. Today’s Panel Jason Friedman Moderator Leslie Hoffman Co-moderator & Panelist Barbara Eckblad Panelist Catherine Meyrat Panelist 5
  6. 6. Today’s Agenda Foundational Concepts of Mission-Driven Sales  What is mission-driven sales?  Why is it important?  Developing a mission-driven culture  Measuring and monitoring progress  Q&A  Next Steps 6
  7. 7. What Is Mission-Driven Sales? Impact Value Action 7
  8. 8. Why Mission-Driven Sales? 8
  9. 9. Be Better, Do Better 9
  10. 10. Who’s Using a Mission-Driven Sales Approach?  Accion Texas, San Antonio TX  Accion New Mexico – Arizona – Colorado, Albuquerque NM  Opportunity Fund, San Jose CA 10
  11. 11. A Snapshot of the CDFI Landscape Demand • Grew in the fourth quarter of 2012 Originations • Remain strong Outlook • Strong demand is expected to continue Source: OFN Q4 2012 Market Conditions Report 11
  12. 12. Market Research = Product Roadmap 12
  13. 13. What Does This All Mean? Demand Focus Impact 13
  14. 14. Your Cultural View of Sales 20% Positive 21% Negative 59% Neutral 14
  15. 15. Have You Discussed Sales Culture? Total: 43% No Neutral Opinion: 47% No Negative Opinion: 52% No 15
  16. 16. Who Is Behind or Far From Goal? 39% of full group 43% of those with a neutral sales view 37% of those with a positive sales view 31% of those with a negative sales view 16
  17. 17. Mission-Driven = Values-Based 17
  18. 18. Explore Your Values PASSION Leads with energy, humility, joy and fun. Tenaciously overcomes obstacles. PIONEERING SPIRIT Actively recognizes and rewards innovation. Embraces change with agility and humor. INTEGRITY Exemplifies ACCION values. Builds trust by continually exhibiting honesty and respect. EXCELLENCE Consistently seeks opportunity for improvement. Enthusiastically strives to exceed expectations. ACCOUNTABILITY Holds oneself and others accountable for behavior, actions and results. Seeks and embraces feedback. New Mexico-Arizona-Colorado Full list available at www.accionnm.org. 18
  19. 19. Elevating Values-Based Behavior Volume Values 19
  20. 20. Developing a mission-driven sales culture 20
  21. 21. Explore Team Attitudes and Resources Board Senior Management Staff 21
  22. 22. Board of Directors • Your Board of Directors need to be integrated into your work in building your mission-driven sales culture. • They should participate in the process of developing your core organizational values. 22
  23. 23. Senior Management • Senior leadership may also have varied attitudes toward moving to mission-driven sales. • Success = taking time for dialogue, so senior leaders have consensus and unanimity about direction and the core values on which you will base your CDFI’s decisions. • With consensus and unanimity, senior managers will successfully convey, first the WHY of what you are working toward, and then, the HOW and the WHO. 23
  24. 24. Staff • Achieving organization-wide integration includes helping each staff member understand that they are a member of the team and that they have a specific and important role to play on the team. • Educating staff on the WHY and the HOW and the WHO allows for staff to build their understanding and better allow them to embrace the success. 24
  25. 25. What’s Your Bus Look Like? 25
  26. 26. Job Skills • Job skills is a broad concept which goes beyond narrowly-construed work skills that an employee has to succeed at their job. • It includes personality traits and talents. • We know that the personality traits of your front-facing folks, the sales people, tend to be different from those of back-office operations folks, even though both may have strong job skills in accounting, for instance. 26
  27. 27. Trust Is The Glue Shared Values Good Communication Trust 27
  28. 28. Great communications strategies • Make sure that folks whose job responsibilities depend on each other have open channels of communication. • This creates opportunities for growth in knowing the truth of other's work, their ability to do that work and the strength of their skills as well as the strength of their co-commitment to the core values of the organization. • Expect and allow only direct conversation – direct communication. About challenging issues or problems that arise on any given day, and that need solutions. 28
  29. 29. Motivate! 29
  30. 30. Tips on Sales Team Motivation • Clear & visible • Team and individualGoals • Victories, big and small • Learning from mistakes as well as from success Celebration • Provide perspective and affirmation • Speak the truth Leadership 30
  31. 31. Compensation Considerations  Integrating goals with compensation can be effective and should be carefully considered.  Variable compensation can help staff align their tactics with organizational goals.  Variable compensation can be a recruitment tool but is not a retention tool. 31
  32. 32. How Do You Measure and Monitor Progress? 32
  33. 33. Measure Actions and Outcomes What outcomes does your organization want? Do you measure them? Where are the gaps? 33
  34. 34. The Power of Key Performance Indicators Clear monthly goal for loan originations Loan conversion rate? Best kinds of leads that generate closed loans? Number of leads are needed to generate one closed loan? 34
  35. 35. Driving Client Outcomes Improve staff response time Improve portfolio performance at the loan officer level Improve client outreach 35
  36. 36. Tips on Communicating Sales Goals  Communicate clearly why metrics are important and how they will help the organization  Include in job description  Have monthly discussions to share best practices 36
  37. 37. Measurement and Monitoring Data Measure Impact Manage 37
  38. 38. Sales Management Systems 38
  39. 39. Next Steps Take stock of your values and impact. Assess team resources. Mobilize with clear goals, a coordinated team approach, and positive leadership. 39
  40. 40. And Here’s How We Can Help  Assessment of current loan fund operations and performance.  Analysis of current staff functions and corporate performance goals.  Facilitate re-assessment of organizational values, position descriptions and intra-office communication and workflows.  Develop KPIs and design data collection systems.  On-site staff training and coaching. 40
  41. 41. Let’s Take Your Questions 41
  42. 42. Additional Resources • FIELD forum Issue 23: The Organizational Foundations of Sustainability (2009) on ACCION New Mexico-Arizona- Colorado http://fieldus.org/Publications/FieldForum23.pdf • Dollars for Dreams: Scaling Microlending in the United States (2010) • http://fieldus.org/Publications/DollarsForDreams.pdf • Good to Great: Why Some Companies Make the Leap and Others Don’t, J. Collins (2001) • Built on Values: Creating an Enviable Culture that Outperforms the Competition, A. Rhoades (2012) 42
  43. 43. Additional Resources 1. Myers-Briggs Foundation: www.myersbriggs.org 2. StrengthFinder 2.0: (c) 2007 Gallup, Inc. 3. CISS (Campbell Interest and Skills Survey), (c) 1994 David Campbell, Ph.D. 4. BarOn Emotional Quotient Inventory: Rowen Bar-On, Ph.D. 5. Career Anchors; Discover Your Real Values, Edgar H. Schein, www.careeranchorsonline.com 6. Management Tasks, Responsibilities, Practices, Peter Drucker 43
  44. 44. Thank you! Contact us: 319-341-3556 jasonj@friedmanassociates.net www.friedmanassociates.net
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×