This presentation was presented at the 2008 American Chamber of Commerce Executives Convention in Pittsburgh, PA. The content is specific to a sales system or membership department in a chamber of commerce.

1. How to Measure Individual Performance to
Ensure Success
2008 ACCE Convention
Presented by:
Tim Giuliani, Director of Corporate Outreach & Development
Florida Chamber of Commerce

2. AT&T research reveals…
“87% of prospects that tell you they are
interested… are lying
Our problem is that 67% salespeople’s time
is spent following up with the 87%.”

3. Building a successful sales system
• Why sales people fail
• Why implement a sales system?
• Developing a system with tools available
• Elements of a successful sales system
• Example of success
• Developing your own system.

4. Why salespeople fail
• Poor listening skills
• Failure to concentrate on top priorities
• Lack of sufficient effort
• Inability to determine customers’ needs
• Lack of planning
• Inadequate product knowledge.
* Industrial Management Magazine article

5. Why implement a sales system?
• Set priorities and expectations
• Establish a clear plan
• Easy to manage
• Accountability
• Allows people to succeed.

6. Sales system
• Money/Avg=Members needed*(1-Closing
rate)=appointments needed * # calls to get
appt. / months / 21= Calls per day
“How do you currently organize to achieve this
necessary goal?”

7. Tools available
• Outlook calendar- time blocking
• Membership database- sales opportunities
• Excel
• PowerPoint.

8. Elements of a successful system
• Focus on results first
• Regular coaching
• Training & incentive structure
• Consistency
– External-Presentation / message / expectations
– Internal-Evaluation / reports / management
• Reporting
• Free up your sales team to do whatever they
want by planning their entire day!

9. Example of success
• Mid-size chamber (1,400 members)
• Transition from team of 1->2->3
• Consistent growth (15% Y/Y)
• Nationally ranked sales people by ACCE

10. Example: Successful system
Standard Reports &
Presentation Coaching
Results-Oriented
Culture
Training & Goals &
Incentives Expectations

11. Example: Training & incentive structure
• 1 week training minimum
• Sales toolkit
• Account Executives:
base salary + commission + bonus
• Renewal commission.

12. Example: Goals and Expectations
• Clearly define goals- individual and team
• Keep visual in work areas
• Up-front expectations
• “Ounce of prevention is worth a pound of cure”
Tip: Hire motivated people!

13. Example: Reports & coaching
• Weekly reports
– Contact log
– Pipeline report
– Time blocking
– Activity goals
• Manager should compile- therefore, automate!

14. Example: Reports & coaching
• Use clues to explain success
• Self coaching will happen….eventually
• Opportunity to build team
• Individual or team meetings work
• Activity focus only when results diminish.

15. Example: Standard presentation
• Customize presentation for your main target
markets
- Business builders, Business investors
• Control your message and expectations
• Force sales people to ask the right questions.

16. Developing your own system
• Focus on results
• Set clear goals and expectations
• Evaluate current incentive structure
• Capitalize on current resources
– Outlook (calendar)
– Membership database
– Excel
– PowerPoint
• Standardize your presentation
• Weekly reporting.

17. Conclusion
• Problem: Poor listening skills
Answer: Training and standard presentation
• Problem: Failure to concentrate on top priorities
Answer: Clear expectations and weekly reports
• Problem: Lack of sufficient effort
Answer: Hiring, expectations and weekly reports.

18. Conclusion
• Problem: Inability to determine customer needs
Answer: Standard presentation, training
• Problem: Lack of planning
Answer: Expectations, activity goals, time-
blocking
• Problem: Inadequate product knowledge
Answer: Training

19. Resources
• Tim Giuliani- tgiuliani@flchamber.com
• http://tgiuliani.wordpress.com/