The Big Bubba School
of
Sales Management
RulesRules
Nothing Sacred
This is where you come to get
answers…..
What happen in SMU…
And remember……
Meaning of LifeMeaning of Life
What is my JobWhat is my Job
Remember this
What you did to get promoted is not what
you will do in the future
To get thing...
Describe the idealDescribe the ideal
Sales ManagerSales Manager
The Ideal Lamar SalesThe Ideal Lamar Sales
Manager...Manager...
____________
____________
____________
____________
______...
Key to Sales Team Success – YourKey to Sales Team Success – Your
SuccessSuccess
The ideal Lamar Sales Manager
Hire right
T...
Aim at nothing and you
are bound to hit it.
Hire RightHire Right Building the TeamBuilding the Team
To hire right we need to know...
Who are we looking for?
Where do ...
When do We Start Looking?When do We Start Looking?
When?
The hiring process takes 30 - 90 days. Just like
selling outdoor,...
Who Are We Looking For?Who Are We Looking For?
Who?Who?
_______
_______
_______
_______
_______
_______
_______
Where Do We Find Them?Where Do We Find Them?
_______
_______
_______
_______
_______
_______
_______
Where Do We Find Them?Where Do We Find Them?
Advertising for the PositionAdvertising for the Position
How well does this work?
What happens when you run an ad?
This is...
Lamar Outdoor Advertising (or a Leading Media
Company) is looking for one salesperson to tell our
dynamic sales and market...
How to Narrow the Field – 10 StepsHow to Narrow the Field – 10 Steps
How do you narrow the field?
1. Screen the resume ..l...
4. Conduct preliminary personal
interviews
- 5 minute interview
- Tell them their backgrounds are
interesting but they don...
5. Check references
6. Have candidate ride with one of your best
AE’s
How to Narrow the FieldHow to Narrow the Field
7. Ca...
Hiring -Hiring - Screening QuestionsScreening Questions
What assets do you bring to
Is it better to be right or to get wha...
What’s this mean to youWhat’s this mean to you
Chance favors the prepared mind
People forget how fast you did a job,
but t...
How long would you wait in the lobby for an
appt with an important decision maker
If you could do anything in the world wh...
Hiring -Hiring - Screening QuestionsScreening Questions
Tell me about yourself.
What are your long term and short term
goa...
What are your prospecting
techniques
What questions do you ask to
gather information
Tell me about as many
testimonials as...
What type of person would you like to work
for?
Would your previous employer hire you
back? Why?
What would your boss say ...
Hiring -Hiring - Work HistoryWork History
Could you tell me about your work history:
How would you compare the companies y...
What were your responsibilities at your last
job?
What do you feel were your major
accomplishments? Why?
What areas do you...
Describe the best working environment
you’ve experienced
Tell me about your previous employer - what
did you like about th...
What do you consider to be some of your
most disappointing work experiences?
What type of people do you like to work with?...
What do you think determines a person’s
progress in a good company?
How do you feel your career progress has been to
this ...
How many hours do you feel a person should
spend on his or her job?
How do you spend your spare time?
If you could have ch...
What specific things did you do in your last
job to improve yourself
How are you compensated ?
What was your average sale ...
Leave them in the reception area - ask the
gatekeeper what they thought of the
candidate. This is a good indicator of what...
What do you feel is the most important aspect
of the selling process?
Where should a sales person invest most of
their tim...
What is your opinion of success? What plans do
you have to reach that level?
What do you like best about selling?
What is ...
Who is the person you admire the most?
Why?
What three adjectives would your friends say
best describe you?
Would people d...
You will always know more about yourself than
anyone else. Tell me what I should know about
you?
How do you cope with pres...
How are you active in the community
How much money would you like to make in this
sales position?
Where do you see yoursel...
Tell me about your educational background
Why did you select that school?
What was your major? Why?
Were you involved in e...
When should you worry?
Information does not agree with applicant’s resume’
Frequent job changes
Mostly negative reports ab...
You should worry if….
Watch for signs of ________
References are __________________
Caliper test reveals candidate would n...
Biggest Hiring Mistakes!Biggest Hiring Mistakes!
Hiring the best of a bad bunch
Hiring under pressure and making snap
judg...
Not using a variety of sources for
candidates
Not checking references
Not asking the “right questions” during the
intervie...
Start your AE off right…HOW?Start your AE off right…HOW?
Their First Day…what do you do?Their First Day…what do you do?
Prepare their work area
Order their business cards, name pl...
Schedule a lunch with them and one of your
current AE’s on the first day.
Meet with them at the end of the day and ask
the...
Key to Sales Team SuccessKey to Sales Team Success
The ideal Lamar Sales Manager
Hire right
Train well
Set Goals
Provide S...
Week 1Week 1
HR paperwork
Tour facilities– meet and greet
Teach them to managetheir time Mgt – Lamar
Bible
This is what AE...
Learn how toLearn how to
Manage Time..Manage Time..
The PlannerThe Planner
Each morning
write down your
To Do List
Record
Expenses
You can only manage
what you measure
Schedule
Appointments
Track
phone
calls and
write
them
down.
DocumentDocument
• First thing in the morning before lunch, afterlunch andFirst thi...
Week 1Week 1
How the Plant works
– Interview each department
– Seeattachments
Week 1Week 1
Learn product knowledge
Ridewith Operations
Learn theInventory
Compensation
Salessupport material / contract ...
Week 2Week 2
Develop a prospect /working list of
100
List Prospects
working – 3:1
•Mathernes GroceryMathernes Grocery
Go to your PlannerGo to your Planner
Call client and get the name of the
Decision Maker, Owner, Receptionist,
person behind the cash register, etc.
•Mathernes ...
Week 2Week 2
Take the prospect list of 100
Call suspects
Update prospect /working list
Write it down (working list)
What d...
Week 2Week 2
Ride with AEfora full day
Creative – ½ day with artist
Leasing – ½ day
Traffic – ½ day
Study competition
Set ...
Plan your
annual,
monthly, and
weekly sale goal
Plan your
annual,
monthly, and
weekly sale goal
40.00040.000
22,00022,000
.03.03
480,000480,000
40.00040.000
10.0010.00
00...
Week 3Week 3
Plan theirmonth of sales calls
Get the list
of existing
Accounts
•Mathernes GroceryMathernes Grocery William HenryWilliam Henry Mike SmithMike Smith •Beth MoreBeth More •258 1300258 1300 ...
Present AccountsPresent Accounts 6060
accountsaccounts40 accounts40 accountsProspectsProspects
SuspectsSuspects 2 perday2 ...
Week 3Week 3
RidewithAE 2 days
Learn how to, read commission reports,
makeaccuratesalesprojections
Work with officemanager...
Week 4Week 4
Learn how to makeSalescalls
– Makepresentation to saleteam using theSalesKit
Learn how to manageobjectionsand...
Just in
case you
forgot
POGPOP
Front
Keep good
client
records
Track what is closed – so you know
where you are for the month and
year to date.
Week 4Week 4
Ridewith SalesMgr
PrepareaSalesProposal
Test
Week 5Week 5
GiveAE astaggered SalesBudget
AE beginsworking monthly plan
Review withAE each morning their plan for the
day...
Key to Sales Team SuccessKey to Sales Team Success
The ideal Lamar Sales Manager
Hire right
Train well
Set Goals
Provide S...
RememberRemember
You can’t control anything
You can only manage what you can
measure
How do you set Goals?How do you set Goals?
How do you set AE Sales Budgets?
1. Station Sales Goal $xxxxx.xx
2. Less Nat/Re...
How you Set AE Budget GoalsHow you Set AE Budget Goals
Now you have to distribute that goal to the
sales team….how?
- Stra...
Start with the AE’sStart with the AE’s
Tell the AE’s – they know their territory better than
anyone
Have them create a spr...
One MethodOne Method
2005 2006
January $ $
February $ $
March $ $
April $ $
May $ $
June $ $
July $ $
August $ $
September...
Key to Sales Team SuccessKey to Sales Team Success
The ideal Lamar Sales Manager
Hire right
Train well
Set Goals
Provide S...
Support your TeamSupport your Team
Teach them to use the web
Make sure they have tools
““if the axe is dull and the edgeif...
Key to Sales Team SuccessKey to Sales Team Success
The ideal Lamar Sales Manager
Hire right
Train well
Set Goals
Provide S...
Monitor ActivityMonitor Activity
Where do you set the vision and
monitor the activity?
The Staff Meeting
The Sales Meeting...
The Staff MeetingThe Staff Meeting
Should this be separate from the Sales
Meeting?
How do you run a staff meeting?
Who sho...
The Staff MeetingThe Staff Meeting
Review commercial, production,
etc.
- what was completed last week
- what is scheduled ...
The Staff MeetingThe Staff Meeting
Review creative activity
- what was complete last week
- what is scheduled for this wee...
The Sales MeetingThe Sales Meeting
How do you run one?
First and foremost everyone should know
daily what the score is.
Re...
The War RoomThe War Room
Done Month Budget Actual Variance
Jan
Feb
Mar
1st
Quarter
April
May
June
2nd
Quarter
The Sales BoardThe Sales Board
“what gets measured gets done”“what gets measured gets done”
Mark Betty Jim
Acct Amt Acct A...
Key to Sales Team SuccessKey to Sales Team Success
The ideal Lamar Sales Manager
Hire right
Train well
Set Goals
Provide S...
MotivationMotivation
Criticism
Spirit de Corp
How do you motivate the “seasoned” rep?
How do you motivate someone who was
...
Key to Sales Team SuccessKey to Sales Team Success
The ideal Lamar Sales Manager
Hire right
Train well
Set Goals
Provide S...
De HiringDe Hiring
No surprises
Don’t burn the boat
How many chances should you give
them?
3 warning method
DeHiring - The 1st WarningDeHiring - The 1st Warning
Set up the meeting –
“I’d like to meet with you to discuss how
things...
DeHiring - The 1st WarningDeHiring - The 1st Warning
Let them talk
List all positives
List the problems
List the specific ...
DeHiring - The 2nd WarningDeHiring - The 2nd Warning
Review their progress ( or lack there of)
Place them on the “performa...
DeHiring - The 3rd Warning -DeHiring - The 3rd Warning - It’sIt’s
OverOver
First remember - respect for the individual
Cal...
DeHiring - The EndDeHiring - The End
You are a good person. We no longer feel
the job is right for you and believe you wil...
Key to Sales Team SuccessKey to Sales Team Success
The ideal Lamar Sales Manager
Hire right
Train well
Set Goals
Provide S...
Leaders are great servantsLeaders are great servants
Be a LeaderBe a Leader
Do the right thing
Thank You!
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Big bubba-school-of-sales-management

  1. 1. The Big Bubba School of Sales Management
  2. 2. RulesRules Nothing Sacred This is where you come to get answers….. What happen in SMU… And remember……
  3. 3. Meaning of LifeMeaning of Life
  4. 4. What is my JobWhat is my Job Remember this What you did to get promoted is not what you will do in the future To get things done through others. To manage the sale team in such a way that we meet and exceed our sales budget and if we don’t, make up the rest. You need them a lot more than they need you
  5. 5. Describe the idealDescribe the ideal Sales ManagerSales Manager
  6. 6. The Ideal Lamar SalesThe Ideal Lamar Sales Manager...Manager... ____________ ____________ ____________ ____________ ____________
  7. 7. Key to Sales Team Success – YourKey to Sales Team Success – Your SuccessSuccess The ideal Lamar Sales Manager Hire right Train well Set Goals Provide Support Monitor Activity Motivate Evaluate Time Management Aim at something
  8. 8. Aim at nothing and you are bound to hit it.
  9. 9. Hire RightHire Right Building the TeamBuilding the Team To hire right we need to know... Who are we looking for? Where do we find them? What kind of sales experience is preferable? How do we interview them? What are the Red Flags to look for? How do we pop the question and start them out right? ““Hire in haste..repent in leisure”..Hire in haste..repent in leisure”..
  10. 10. When do We Start Looking?When do We Start Looking? When? The hiring process takes 30 - 90 days. Just like selling outdoor, it requires planning, prospecting, and working on a tight time frame. Hiring is a continuous process. Keep the bench warm. - They should be in your office now Keep a list of qualified candidates.
  11. 11. Who Are We Looking For?Who Are We Looking For? Who?Who?
  12. 12. _______ _______ _______ _______ _______ _______ _______ Where Do We Find Them?Where Do We Find Them?
  13. 13. _______ _______ _______ _______ _______ _______ _______ Where Do We Find Them?Where Do We Find Them?
  14. 14. Advertising for the PositionAdvertising for the Position How well does this work? What happens when you run an ad? This is not your first step. If you advertise consider the following format:
  15. 15. Lamar Outdoor Advertising (or a Leading Media Company) is looking for one salesperson to tell our dynamic sales and marketing story to business people. To qualify you must be a positive, personable, organized, and disciplined self starter . You should possess above average speaking, computer and writing skills. You will work closely with local business’s selling them Outdoor Advertising. Previous media sales experience is not necessary. In fact..we don’t care..we will train you at our expense. If you are interested in the incredible growth opportunities a Lamar Account Executive position can offer..send your resume to………………. Lamar is an equal opportunity ..affirmative action employer Advertising for the PositionAdvertising for the Position
  16. 16. How to Narrow the Field – 10 StepsHow to Narrow the Field – 10 Steps How do you narrow the field? 1. Screen the resume ..look for.. ? 1. Conduct telephone interviews - experience, knowledge and skill - their background - determine how the candidate handles themselves on the phone ( since this is a big part of what we do as AE’s) 1. Complete Lamar job application form
  17. 17. 4. Conduct preliminary personal interviews - 5 minute interview - Tell them their backgrounds are interesting but they don’t seem appropriate for a sales job with Lamar..listen to their response. - Use the general interview. - Prepare a business plan - If they excel at this point then… How to Narrow the FieldHow to Narrow the Field
  18. 18. 5. Check references 6. Have candidate ride with one of your best AE’s How to Narrow the FieldHow to Narrow the Field 7. Caliper Test 8. Candidate meets with your manager 7. Make a job offer (put in writing as well) 8. Send a thank you note to each finalist.
  19. 19. Hiring -Hiring - Screening QuestionsScreening Questions What assets do you bring to Is it better to be right or to get what you want Name one area where you definitely need improvement What famous person doyo admire most….why What is the golden rule Which grades are more important on a child’s report card..conduct or academics What is your favorite book..why
  20. 20. What’s this mean to youWhat’s this mean to you Chance favors the prepared mind People forget how fast you did a job, but they remember how well you did it Adversity reveals genius, prosperity conceals it The price of greatness is responsibility
  21. 21. How long would you wait in the lobby for an appt with an important decision maker If you could do anything in the world what would you do Describe the adv and disadv of the other media How would you overcome the following objections: - Too expensive - Don’t like your company - Tried it once ..didn’t work
  22. 22. Hiring -Hiring - Screening QuestionsScreening Questions Tell me about yourself. What are your long term and short term goals? What are you doing now? Why did you choose selling as a career? Why are you looking for a new position? What are you looking for in a sales job?
  23. 23. What are your prospecting techniques What questions do you ask to gather information Tell me about as many testimonials as you can
  24. 24. What type of person would you like to work for? Would your previous employer hire you back? Why? What would your boss say about you if I called him or her? Hiring -Hiring - Screening QuestionsScreening Questions
  25. 25. Hiring -Hiring - Work HistoryWork History Could you tell me about your work history: How would you compare the companies you worked for? How did you select the first company you worked for? What was the company like? What are you looking for in a place where you work?
  26. 26. What were your responsibilities at your last job? What do you feel were your major accomplishments? Why? What areas do you feel you could have been more productive? What type of person do you like to work for? Hiring -Hiring - Work HistoryWork History
  27. 27. Describe the best working environment you’ve experienced Tell me about your previous employer - what did you like about them / dislike? What was your best boss like? What was your worst boss like? How would you compare them? Hiring -Hiring - Work HistoryWork History
  28. 28. What do you consider to be some of your most disappointing work experiences? What type of people do you like to work with? Did you ever have a fellow worker or a boss who did not function at the level you expected? Tell me about it. If they did not live up to your expectations, what was or approach? Hiring -Hiring - Work HistoryWork History
  29. 29. What do you think determines a person’s progress in a good company? How do you feel your career progress has been to this point? What are some examples of important types of decisions you have been called upon to make or problems you had to solve? What do you feel contributed to your effectiveness as a salesperson? Hiring -Hiring - Work HistoryWork History
  30. 30. How many hours do you feel a person should spend on his or her job? How do you spend your spare time? If you could have changed anything in your last job, what would you have changed? Why? If you could bring 2 ideas from your last job to Lamar, what 2 ideas would you bring? Why? Hiring -Hiring - Work HistoryWork History
  31. 31. What specific things did you do in your last job to improve yourself How are you compensated ? What was your average sale in dollars? What was your biggest professional mistake you ever made? What did you learn from the mistake? What do you consider your most important accomplishment in your previous job/school Hiring -Hiring - Work HistoryWork History
  32. 32. Leave them in the reception area - ask the gatekeeper what they thought of the candidate. This is a good indicator of what Lamar clients will think of your new hire when they are in the field How do you decide when to stop working an account What presentation skills do you have? Can you give me an example? Hiring –Hiring – Selling SkillsSelling Skills
  33. 33. What do you feel is the most important aspect of the selling process? Where should a sales person invest most of their time with a prospect ? Tell about your previous sales training? What did you learn? How will that help you here? Client says “I’ll think it over” what do you say? Hiring –Hiring – Selling SkillsSelling Skills
  34. 34. What is your opinion of success? What plans do you have to reach that level? What do you like best about selling? What is the worst aspect of selling? What do you think it takes to be successful in sales? In life? What three traits would help you most in this job? What were the last 3 sales books you read? Hiring –Hiring – Selling SkillsSelling Skills
  35. 35. Who is the person you admire the most? Why? What three adjectives would your friends say best describe you? Would people describe you as aggressive, passive, or neutral? Why? What do you like best about your personality? What would you change? Are you motivated…examples Hiring –Hiring – General QuestionsGeneral Questions
  36. 36. You will always know more about yourself than anyone else. Tell me what I should know about you? How do you cope with pressure? What are you doing now to improve yourself ? If I spoke to your roommate - what would they say are your strongest qualities? …Your areas you need to strengthen? Hiring –Hiring – General QuestionsGeneral Questions
  37. 37. How are you active in the community How much money would you like to make in this sales position? Where do you see yourself in 3 years? What will you be earning in 3 years? If we select you, what specific goals would you like to achieve in this career opportunity? What was the most critical feedback you ever got … how did you react to it Hiring –Hiring – General QuestionsGeneral Questions
  38. 38. Tell me about your educational background Why did you select that school? What was your major? Why? Were you involved in extracurricular activities? Is there anything you would have changed, if you could, about your college experience? - Ask them to summarize why they are qualified for the position. - always ask them to call back on a certain day and time. This will give you and idea of how organized they are. Hiring –Hiring – Educational BackgroundEducational Background
  39. 39. When should you worry? Information does not agree with applicant’s resume’ Frequent job changes Mostly negative reports about past job experiences Inconsistent information about income and salary in past employment or unrealistically high or low demands for compensation. Look for positive comments about being on a team and being a team player. The candidate knows nothing about our company. Hiring Red FlagsHiring Red Flags
  40. 40. You should worry if…. Watch for signs of ________ References are __________________ Caliper test reveals candidate would not be a good selection for the position of Account Executive. If not careful you could end up with… Hiring Red FlagsHiring Red Flags
  41. 41. Biggest Hiring Mistakes!Biggest Hiring Mistakes! Hiring the best of a bad bunch Hiring under pressure and making snap judgments. Hiring people we like, including those that don’t threaten us Not networking, not keeping files, not continuously interviewing Not continually upgrading the sale force through continuous hiring improvements
  42. 42. Not using a variety of sources for candidates Not checking references Not asking the “right questions” during the interviewing Talking too much during the interview and not letting the candidate talk Biggest Hiring Mistakes!Biggest Hiring Mistakes!
  43. 43. Start your AE off right…HOW?Start your AE off right…HOW?
  44. 44. Their First Day…what do you do?Their First Day…what do you do? Prepare their work area Order their business cards, name plate Have an updated account list ready for them the first day Schedule companion calls to introduce the new AE to advertisers. Have your new AE schedule interview with every employee at your plant to learn their jobs.
  45. 45. Schedule a lunch with them and one of your current AE’s on the first day. Meet with them at the end of the day and ask them now that they are a part of the team how is Lamar different from what they imagined? Do they have any questions? Review their Training Calendar Monitor their training Their First Day?Their First Day?
  46. 46. Key to Sales Team SuccessKey to Sales Team Success The ideal Lamar Sales Manager Hire right Train well Set Goals Provide Support Monitor Activity Motivate Evaluate
  47. 47. Week 1Week 1 HR paperwork Tour facilities– meet and greet Teach them to managetheir time Mgt – Lamar Bible This is what AE’s are Taught
  48. 48. Learn how toLearn how to Manage Time..Manage Time.. The PlannerThe Planner
  49. 49. Each morning write down your To Do List Record Expenses You can only manage what you measure
  50. 50. Schedule Appointments
  51. 51. Track phone calls and write them down. DocumentDocument • First thing in the morning before lunch, afterlunch andFirst thing in the morning before lunch, afterlunch and before the end of the day, get yourmessagesbefore the end of the day, get yourmessages • Write them downWrite them down • CallCall • No excuse not to return a call in 24 hoursNo excuse not to return a call in 24 hours
  52. 52. Week 1Week 1 How the Plant works – Interview each department – Seeattachments
  53. 53. Week 1Week 1 Learn product knowledge Ridewith Operations Learn theInventory Compensation Salessupport material / contract paper work RidewithAE Test
  54. 54. Week 2Week 2 Develop a prospect /working list of 100
  55. 55. List Prospects working – 3:1 •Mathernes GroceryMathernes Grocery Go to your PlannerGo to your Planner
  56. 56. Call client and get the name of the Decision Maker, Owner, Receptionist, person behind the cash register, etc. •Mathernes GroceryMathernes Grocery William HenryWilliam Henry Mike SmithMike Smith •Beth MoreBeth More •258 1300258 1300 •1381 Forest Dr1381 Forest Dr •$700$700 3:13:1 You can only manage what you measure
  57. 57. Week 2Week 2 Take the prospect list of 100 Call suspects Update prospect /working list Write it down (working list) What did they learn to do - FISH?
  58. 58. Week 2Week 2 Ride with AEfora full day Creative – ½ day with artist Leasing – ½ day Traffic – ½ day Study competition Set income goals
  59. 59. Plan your annual, monthly, and weekly sale goal
  60. 60. Plan your annual, monthly, and weekly sale goal 40.00040.000 22,00022,000 .03.03 480,000480,000 40.00040.000 10.0010.00 00 3,6003,600 14,40014,400
  61. 61. Week 3Week 3 Plan theirmonth of sales calls
  62. 62. Get the list of existing Accounts
  63. 63. •Mathernes GroceryMathernes Grocery William HenryWilliam Henry Mike SmithMike Smith •Beth MoreBeth More •258 1300258 1300 •1381 Forest Dr1381 Forest Dr •$700$700 Get prospects
  64. 64. Present AccountsPresent Accounts 6060 accountsaccounts40 accounts40 accountsProspectsProspects SuspectsSuspects 2 perday2 perday /20/20 daysdays/20/20 daysdays = 2 perday= 2 perday FindArticles.comFindArticles.com = 3 perday= 3 perday 10,00010,000 10,00010,000 10,00010,000 10,00010,000 9,0009,000 Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Present Account Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Prospect, Prospect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect Suspect, Suspect 11,00011,000
  65. 65. Week 3Week 3 RidewithAE 2 days Learn how to, read commission reports, makeaccuratesalesprojections Work with officemanager, collections, contract 101, order entry, paperwork routing, billing, salesreports Test
  66. 66. Week 4Week 4 Learn how to makeSalescalls – Makepresentation to saleteam using theSalesKit Learn how to manageobjectionsand closeLearn how to manageobjectionsand close Learn how to managetheir territory
  67. 67. Just in case you forgot POGPOP
  68. 68. Front
  69. 69. Keep good client records
  70. 70. Track what is closed – so you know where you are for the month and year to date.
  71. 71. Week 4Week 4 Ridewith SalesMgr PrepareaSalesProposal Test
  72. 72. Week 5Week 5 GiveAE astaggered SalesBudget AE beginsworking monthly plan Review withAE each morning their plan for the day RidewithAE Review withAE each evening theresultsof their callsand coach
  73. 73. Key to Sales Team SuccessKey to Sales Team Success The ideal Lamar Sales Manager Hire right Train well Set Goals Provide Support Monitor Activity Motivate Evaluate
  74. 74. RememberRemember You can’t control anything You can only manage what you can measure
  75. 75. How do you set Goals?How do you set Goals? How do you set AE Sales Budgets? 1. Station Sales Goal $xxxxx.xx 2. Less Nat/Reg/House -xxxx.xx 3. Total AE Goal xxxxx.xx Now you have to distribute that goal to the sales team….how?
  76. 76. How you Set AE Budget GoalsHow you Set AE Budget Goals Now you have to distribute that goal to the sales team….how? - Straight line their budgets? - Base budget on past performance (use last 90 days) - Let the AE set their own
  77. 77. Start with the AE’sStart with the AE’s Tell the AE’s – they know their territory better than anyone Have them create a spreadsheet for 12 months Let them estimate what their sales will be by month for posters, bulletins, commercial You may be pleasantly surprised Look at this example
  78. 78. One MethodOne Method 2005 2006 January $ $ February $ $ March $ $ April $ $ May $ $ June $ $ July $ $ August $ $ September $ $ October $ $ November $ $ December $ TOTAL $ $ Divide by 11 = $ Add 7%= $ Multiply by 12 = $ In November ask AEs to fill in each month.In November ask AEs to fill in each month.
  79. 79. Key to Sales Team SuccessKey to Sales Team Success The ideal Lamar Sales Manager Hire right Train well Set Goals Provide Support Monitor Activity Motivate Evaluate Time Management
  80. 80. Support your TeamSupport your Team Teach them to use the web Make sure they have tools ““if the axe is dull and the edgeif the axe is dull and the edge unsharpened more strength is needed, butunsharpened more strength is needed, but with skill comes success.”with skill comes success.”
  81. 81. Key to Sales Team SuccessKey to Sales Team Success The ideal Lamar Sales Manager Hire right Train well Set Goals Provide Support Monitor Activity Motivate Evaluate
  82. 82. Monitor ActivityMonitor Activity Where do you set the vision and monitor the activity? The Staff Meeting The Sales Meeting ““where there is no vision the people fail”where there is no vision the people fail”
  83. 83. The Staff MeetingThe Staff Meeting Should this be separate from the Sales Meeting? How do you run a staff meeting? Who should be there? Is there an advantage to having the AE’s there?
  84. 84. The Staff MeetingThe Staff Meeting Review commercial, production, etc. - what was completed last week - what is scheduled for this week
  85. 85. The Staff MeetingThe Staff Meeting Review creative activity - what was complete last week - what is scheduled for this week Review office manager’s aged trial balance and collections.
  86. 86. The Sales MeetingThe Sales Meeting How do you run one? First and foremost everyone should know daily what the score is. Review - Renewals - Avails The War Room You can only manage what you measure
  87. 87. The War RoomThe War Room Done Month Budget Actual Variance Jan Feb Mar 1st Quarter April May June 2nd Quarter
  88. 88. The Sales BoardThe Sales Board “what gets measured gets done”“what gets measured gets done” Mark Betty Jim Acct Amt Acct Amt Acct Amt Burger King $1500 Holiday Inn $800 Barnes Chevrolet $2000 Jack in the Box $3000 Kornmeyers $990 Davidson $700 Burns a& Co $500 Starbucks $1000 Griffon’s $1000 Total $5000 $2790 $3700
  89. 89. Key to Sales Team SuccessKey to Sales Team Success The ideal Lamar Sales Manager Hire right Train well Set Goals Provide Support Monitor Activity Motivate Evaluate Time Management
  90. 90. MotivationMotivation Criticism Spirit de Corp How do you motivate the “seasoned” rep? How do you motivate someone who was once your peer and now you are their boss? How do you motivate / manage someone who does not want to follow?
  91. 91. Key to Sales Team SuccessKey to Sales Team Success The ideal Lamar Sales Manager Hire right Train well Set Goals Provide Support Monitor Activity Motivate Evaluate
  92. 92. De HiringDe Hiring No surprises Don’t burn the boat How many chances should you give them? 3 warning method
  93. 93. DeHiring - The 1st WarningDeHiring - The 1st Warning Set up the meeting – “I’d like to meet with you to discuss how things are going. I would like to evaluate your performance and hear what is on your mind” Start off with “why are we in this situation. You have great potential…why are you not using it?”
  94. 94. DeHiring - The 1st WarningDeHiring - The 1st Warning Let them talk List all positives List the problems List the specific changes you want to see in the next 30 days Set a time to meet again Put it in writing
  95. 95. DeHiring - The 2nd WarningDeHiring - The 2nd Warning Review their progress ( or lack there of) Place them on the “performance plan” - Meet with you every day at 7:30 and 5:00 to discuss their plan and how they executed their plan. Be specific about what you expect to see in the next 30 days Put it in writing
  96. 96. DeHiring - The 3rd Warning -DeHiring - The 3rd Warning - It’sIt’s OverOver First remember - respect for the individual Call Human Resources and get all materials Prepare severance package - this is not the time to cut corners - be fair Make a list of everything you need. Office Manager should accompany you Neutral zone say this…...
  97. 97. DeHiring - The EndDeHiring - The End You are a good person. We no longer feel the job is right for you and believe you will be happy somewhere else. We want to help you get started on your new opportunity. Don’t argue, don’t defend, just repeat the above When a prospective employer calls…..
  98. 98. Key to Sales Team SuccessKey to Sales Team Success The ideal Lamar Sales Manager Hire right Train well Set Goals Provide Support Monitor Activity Motivate Evaluate Time Management
  99. 99. Leaders are great servantsLeaders are great servants
  100. 100. Be a LeaderBe a Leader Do the right thing
  101. 101. Thank You!

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