The document discusses the SPIN model for sales questioning and its four stages: Situation, Problem, Implication, and Need-Payoff. It provides definitions and examples of questions for each stage. Situation questions gather neutral facts about the client's situation. Problem questions identify dissatisfactions and difficulties. Implication questions explore the consequences of not addressing problems. Need-payoff questions match solutions to the client's needs and value. Experienced salespeople use more problem, implication, and need-payoff questions which have the most impact.
How to manage your sales & marketing like a presidential campaignHeinz Marketing Inc
1) The document provides tips on how to manage sales and marketing like a presidential campaign by focusing on key target audiences, choosing effective communication platforms, developing long-term engagement strategies, building online communities, partnering strategically, and focusing efforts on undecided prospects.
2) It emphasizes the importance of knowing the target market well, developing custom messages for different roles, and creating an editorial calendar to plan content over time.
3) The document also stresses involving more than just sales and marketing professionals by engaging company leadership and other teams to help reach goals.
Sales Opportunity Snapshot (SOS) is a one-day sales training workshop for professional salespeople that helps them do a better job of managing their sales opportunities. Complete with a software tool, it enables salespeople to develop a three-page Opportunity Plan for the key sales opportunities they are pursuing.
Buying Decisions Are Moving Higher In Organizations How Whenhlemke114
The document provides tips on how and when to implement tactics for dealing with purchasing decisions moving higher in organizations. It recommends re-evaluating opportunities to determine their viability and focus on gaining agreement on value and priority with key decision makers. The document also suggests customizing your approach based on where prospects are in their purchasing cycle, with different tactics for early versus late stages. Accessing senior executives earlier allows influencing the process more.
The document discusses strategies for marketing to enterprises. It recommends focusing marketing efforts on specific targets within accounts, including decision makers and influencers. Key steps include building target personas and accounts, implementing systems to track success, using targeted channels like display and direct mail, personalizing content, and measuring success based on opportunities from target accounts rather than generic leads or MQLs. The overall goal is to market efficiently at senior levels within accounts.
Benjamin Franklin said "Men are best convinced by reasons that they themselves discover."
The document discusses preparing for a training by introducing participants and having them discuss their personal experiences with the topic and expectations. It outlines the agenda for day 2 of the training.
Here are some examples of potential answers to this question:
Wrong answer: We propose using our XYZ command and control system.
Better answer: We propose using our XYZ command and control system, which allows for real-time monitoring and management of your operations.
Even better answer: We propose using our XYZ command and control system, which allows for real-time monitoring and management of your operations. This means you will have full visibility and control over all aspects of your operations, helping you maximize efficiency and minimize costs. Our system exceeds your requirements by also providing advanced analytics and reporting capabilities.
The wrong answer just states the system without explaining how it meets the customer's needs. The better answer provides more detail about the system's
Align Enterprise Buying to Selling ProcessSwayne Hill
This presentation is a simple step-by-step guide for defining and documenting an enterprise selling process that aligns well to the customer's buying process - visit http://DataDrivenSalesManagement.com for more discussion on this content.
The document provides guidance on negotiating job offers to reach a win-win outcome for both the employer and candidate. It discusses preparing by understanding each party's needs and offers, building trust with candidates through honest and consistent communication, and closing deals by prioritizing the candidate's top needs and focusing on areas of influence like compensation, benefits, learning opportunities, and connections within the company. Scenarios and questions provide examples of negotiating for a senior software engineer candidate considering relocating for a position.
How to manage your sales & marketing like a presidential campaignHeinz Marketing Inc
1) The document provides tips on how to manage sales and marketing like a presidential campaign by focusing on key target audiences, choosing effective communication platforms, developing long-term engagement strategies, building online communities, partnering strategically, and focusing efforts on undecided prospects.
2) It emphasizes the importance of knowing the target market well, developing custom messages for different roles, and creating an editorial calendar to plan content over time.
3) The document also stresses involving more than just sales and marketing professionals by engaging company leadership and other teams to help reach goals.
Sales Opportunity Snapshot (SOS) is a one-day sales training workshop for professional salespeople that helps them do a better job of managing their sales opportunities. Complete with a software tool, it enables salespeople to develop a three-page Opportunity Plan for the key sales opportunities they are pursuing.
Buying Decisions Are Moving Higher In Organizations How Whenhlemke114
The document provides tips on how and when to implement tactics for dealing with purchasing decisions moving higher in organizations. It recommends re-evaluating opportunities to determine their viability and focus on gaining agreement on value and priority with key decision makers. The document also suggests customizing your approach based on where prospects are in their purchasing cycle, with different tactics for early versus late stages. Accessing senior executives earlier allows influencing the process more.
The document discusses strategies for marketing to enterprises. It recommends focusing marketing efforts on specific targets within accounts, including decision makers and influencers. Key steps include building target personas and accounts, implementing systems to track success, using targeted channels like display and direct mail, personalizing content, and measuring success based on opportunities from target accounts rather than generic leads or MQLs. The overall goal is to market efficiently at senior levels within accounts.
Benjamin Franklin said "Men are best convinced by reasons that they themselves discover."
The document discusses preparing for a training by introducing participants and having them discuss their personal experiences with the topic and expectations. It outlines the agenda for day 2 of the training.
Here are some examples of potential answers to this question:
Wrong answer: We propose using our XYZ command and control system.
Better answer: We propose using our XYZ command and control system, which allows for real-time monitoring and management of your operations.
Even better answer: We propose using our XYZ command and control system, which allows for real-time monitoring and management of your operations. This means you will have full visibility and control over all aspects of your operations, helping you maximize efficiency and minimize costs. Our system exceeds your requirements by also providing advanced analytics and reporting capabilities.
The wrong answer just states the system without explaining how it meets the customer's needs. The better answer provides more detail about the system's
Align Enterprise Buying to Selling ProcessSwayne Hill
This presentation is a simple step-by-step guide for defining and documenting an enterprise selling process that aligns well to the customer's buying process - visit http://DataDrivenSalesManagement.com for more discussion on this content.
The document provides guidance on negotiating job offers to reach a win-win outcome for both the employer and candidate. It discusses preparing by understanding each party's needs and offers, building trust with candidates through honest and consistent communication, and closing deals by prioritizing the candidate's top needs and focusing on areas of influence like compensation, benefits, learning opportunities, and connections within the company. Scenarios and questions provide examples of negotiating for a senior software engineer candidate considering relocating for a position.
This document provides guidance for salespeople before, during, and after sales calls. It discusses researching leads, planning calls, maintaining a positive mindset before calls. It also covers listening to customers' emotions, using a sales funnel to generate leads, managing time and territory, and the stages of a sales call including opening, investigating needs, demonstrating capabilities, and obtaining commitment. The overall message is that salespeople should focus on understanding customers, asking questions to uncover needs, and demonstrating how their solutions meet those needs to make successful sales.
The document provides information about a collections process that did not meet its target in the previous quarter. Key points:
1. The collections team was unable to meet the target of collecting 25% of the total accounts receivable (AR) volume in the last quarter, collecting only 18% instead.
2. Most collectors were unable to meet their individual target of collecting 25% of their assigned AR.
3. Issues identified included collectors not being able to reach customers due to invalid contact information and lower than expected payment promises, conversions, and payments actually being kept.
4. The goal is to improve the collection process and efficiency to achieve the minimum target of collecting 25% of the total AR by the next
This document discusses important communication skills including focusing on the other person, awareness of the situation, building rapport, having an objective, acknowledging feelings, using an assertive communication style, being non-judgmental, employing body language, asking questions and listening, providing demonstrations that engage the five senses, and communicating with clarity.
Here are my rankings for the call center motivation factors from 1 (highest importance/most difficult) to 10 (lowest importance/least difficult):
1. Management Style
2. Working Environment
3. Salary
4. Incentives
5. Benefits
6. Training
7. Career Development
8. Recognition
9. Work/Life Balance
10. Diversity/Equality
I ranked management style and working environment highest because establishing the right culture and leadership is so important for motivation but also one of the most challenging aspects to get right. Salary, incentives and benefits are also highly important for motivation but may be easier to address through policies. Training, career development, recognition, work/life
The employee's average handle time (AHT) was 230 seconds, exceeding the target of 180 seconds. To reduce AHT, the employee analyzed past call data to identify types of calls and questions that took the longest. They then rehearsed efficient and clear explanations for difficult topics. By setting daily AHT targets and tracking call times separately for service and sales, the employee was able to reduce their AHT by 50 seconds to meet the target of 180 seconds within two months.
15 Tips for Training Call Center AgentsTalkdeskInc
https://www.talkdesk.com/resources/webinars/
Find out how to train your call center agents the right way to deliver great customer service and driver customer loyalty.
www.talkdesk.com/request-demo
The document discusses reducing average handle time (AHT) for a business credit services process at Genpact. The current AHT is 405 seconds, exceeding the target of 300 seconds set by the client, General Electric. Analysis found 46.61% of agents had AHT above the target. To improve AHT, the document defines a project charter to analyze causes of high AHT and identify improvements. Key metrics like AHT will be measured and potential factors like trainers, process knowledge, shift timing, gender and more will be analyzed to understand their impact on AHT. The goal is to improve AHT to the target of 300 seconds by November 30th without impacting quality.
Sample Report (Mary Example) of an actual phone test measuring the Call Center employees ability to handle difficult call situations. Measures manners, effectiveness, accuracy, customer analysis, and ability to perform effective follow-up. Contact us for more info or to try one out...not expensive. English only.
The document provides a template for a standardized sales script with 6 key stages: [1] Mental/Physical Preparation, [2] Introduction, [3] Problem/Needs Identification, [4] Solution Presentation, [5] Objections/Responses, and [6] Close. It outlines the purpose and scope of each stage, including reviewing customer notes, stating the purpose of the call, identifying problems and needs, presenting solutions, addressing objections, and asking for the sale. The template is intended to help new recruits develop consistent and effective sales presentations.
This document provides a training manual for a call center training academy. It includes 7 sections that outline the introduction, training programs, basic and advanced customer service training, telesales training, US and UK accent training, call center projects, and annexures. The training programs are held in Karachi and cover modules like customer service, telesales, and English accent training to prepare aspiring call center agents and career shifters for employment in call centers.
The document describes the hierarchy and roles within the sales and customer service departments of a call center. It includes job descriptions for various roles such as director, team leads, floor managers, and specialists. The sales department has three team leads who manage agents in different shifts. The customer service department has a director, manager, supervisor, and specialists. Job responsibilities for the roles include ensuring performance metrics, handling call volume, communication, and training/managing agents.
A call center is a central place where customer and other telephone calls are handled by an organization. It handles inbound calls from customers seeking customer support, help desk assistance, or other services, as well as making outbound calls for telemarketing, sales, or other purposes. Effective call center agents require skills in communication, customer service, listening, questioning, and using telephone etiquette to professionally handle high volumes of calls. Proper call flow management and customer service techniques are also important to provide a positive customer experience and meet business goals.
Call Center
AUTOMATIC CALL DISTRIBUTOR
INTERACTIVE VOICE RESPONSE
COMPUTER TELEPHONY INTEGRATION (CTI)
AUTOMATED INTELLIGENT CALL ROUTING
Web Enablement of Call Center
Types Of Call Center
LOGGING AND MONITORING
If you sell to the corporate marketing, having a strong value proposition is critical.
It helps you set up meetings with crazy-busy prospects. And, it helps them understand the value they get from changing from the status quo -- something they're loathe to do.
In this presentation, you'll discover how to craft powerful, customer-enticing value propositions that change everything.
Free Call Center Training | Call Center Best PracticesMetricNet
This document discusses best practices for call centers. It introduces a 4 step model for achieving excellence: 1) Measure key performance metrics, 2) Benchmark metrics and diagnose gaps against peers, 3) Prescribe actions to address gaps, and 4) Implement the action plan. Critical metrics include cost per contact, customer satisfaction, and agent utilization which are measured through ongoing benchmarking against a database of over 3,000 global call centers. World-class call centers implement best practices to provide superior customer experiences at lower costs.
This document provides an overview of training programs offered by Kaflat, including foreign language training, IT training, HR training, business communication skills training, and call center training. Call center training includes introductions to call centers and careers in call centers, as well as modules on management, quality assurance, training contents, and free training tools. Training is offered through classroom, online, and on-site personalized formats.
This document provides an overview of call center process management. It discusses managing business processes and activities to common goals like reducing costs and improving customer satisfaction. The presentation covers objectives like improving performance, productivity and revenue. It identifies challenges like integrating processes, products, channels and technology. It presents a customer interaction framework and discusses metrics like interaction performance. The overall aim is understanding customer needs and optimizing processes to enhance the customer experience.
This module is about 13 days training for Customer Service Representatives, and Communication Arts students. This is patterned to TESDA's 100 to 120 training hours.
This document provides a summary of 77 sales scripting techniques. It discusses general scripting techniques like future pacing, connecting known concepts to unknown ones, and storytelling. It also covers techniques for identifying customer needs through probing questions and statements. Finally, it outlines various closing techniques such as take away offers, alternative choices, and asking for the order while remaining silent. The overall document serves as a guide to persuasive language and scripts that can be used at different stages of the sales process.
SPIN selling is a consultative sales methodology that focuses on asking questions to understand a customer's situation, problems, implications, and needs in order to develop tailored solutions. It is based on research with over 35,000 sales calls and has been adopted by 90% of Fortune 500 companies. The SPIN methodology structures sales calls around asking targeted questions to uncover customer needs rather than describing products. Effective SPIN selling helps salespeople understand customer problems at a deeper level to build value for solutions and increase sales.
The document discusses selling skills, specifically the SPIN method of asking questions. It emphasizes asking implication questions to uncover implied needs and develop them into explicit needs before introducing solutions. Implication questions demonstrate concern for how problems are affecting the customer and help build credibility. The document also discusses closing techniques like using colorful language to describe benefits, creating a sense of fear of loss, and following up with customers after a sale. Roleplaying and focusing on implication questions are presented as ways to improve selling skills.
This document provides guidance for salespeople before, during, and after sales calls. It discusses researching leads, planning calls, maintaining a positive mindset before calls. It also covers listening to customers' emotions, using a sales funnel to generate leads, managing time and territory, and the stages of a sales call including opening, investigating needs, demonstrating capabilities, and obtaining commitment. The overall message is that salespeople should focus on understanding customers, asking questions to uncover needs, and demonstrating how their solutions meet those needs to make successful sales.
The document provides information about a collections process that did not meet its target in the previous quarter. Key points:
1. The collections team was unable to meet the target of collecting 25% of the total accounts receivable (AR) volume in the last quarter, collecting only 18% instead.
2. Most collectors were unable to meet their individual target of collecting 25% of their assigned AR.
3. Issues identified included collectors not being able to reach customers due to invalid contact information and lower than expected payment promises, conversions, and payments actually being kept.
4. The goal is to improve the collection process and efficiency to achieve the minimum target of collecting 25% of the total AR by the next
This document discusses important communication skills including focusing on the other person, awareness of the situation, building rapport, having an objective, acknowledging feelings, using an assertive communication style, being non-judgmental, employing body language, asking questions and listening, providing demonstrations that engage the five senses, and communicating with clarity.
Here are my rankings for the call center motivation factors from 1 (highest importance/most difficult) to 10 (lowest importance/least difficult):
1. Management Style
2. Working Environment
3. Salary
4. Incentives
5. Benefits
6. Training
7. Career Development
8. Recognition
9. Work/Life Balance
10. Diversity/Equality
I ranked management style and working environment highest because establishing the right culture and leadership is so important for motivation but also one of the most challenging aspects to get right. Salary, incentives and benefits are also highly important for motivation but may be easier to address through policies. Training, career development, recognition, work/life
The employee's average handle time (AHT) was 230 seconds, exceeding the target of 180 seconds. To reduce AHT, the employee analyzed past call data to identify types of calls and questions that took the longest. They then rehearsed efficient and clear explanations for difficult topics. By setting daily AHT targets and tracking call times separately for service and sales, the employee was able to reduce their AHT by 50 seconds to meet the target of 180 seconds within two months.
15 Tips for Training Call Center AgentsTalkdeskInc
https://www.talkdesk.com/resources/webinars/
Find out how to train your call center agents the right way to deliver great customer service and driver customer loyalty.
www.talkdesk.com/request-demo
The document discusses reducing average handle time (AHT) for a business credit services process at Genpact. The current AHT is 405 seconds, exceeding the target of 300 seconds set by the client, General Electric. Analysis found 46.61% of agents had AHT above the target. To improve AHT, the document defines a project charter to analyze causes of high AHT and identify improvements. Key metrics like AHT will be measured and potential factors like trainers, process knowledge, shift timing, gender and more will be analyzed to understand their impact on AHT. The goal is to improve AHT to the target of 300 seconds by November 30th without impacting quality.
Sample Report (Mary Example) of an actual phone test measuring the Call Center employees ability to handle difficult call situations. Measures manners, effectiveness, accuracy, customer analysis, and ability to perform effective follow-up. Contact us for more info or to try one out...not expensive. English only.
The document provides a template for a standardized sales script with 6 key stages: [1] Mental/Physical Preparation, [2] Introduction, [3] Problem/Needs Identification, [4] Solution Presentation, [5] Objections/Responses, and [6] Close. It outlines the purpose and scope of each stage, including reviewing customer notes, stating the purpose of the call, identifying problems and needs, presenting solutions, addressing objections, and asking for the sale. The template is intended to help new recruits develop consistent and effective sales presentations.
This document provides a training manual for a call center training academy. It includes 7 sections that outline the introduction, training programs, basic and advanced customer service training, telesales training, US and UK accent training, call center projects, and annexures. The training programs are held in Karachi and cover modules like customer service, telesales, and English accent training to prepare aspiring call center agents and career shifters for employment in call centers.
The document describes the hierarchy and roles within the sales and customer service departments of a call center. It includes job descriptions for various roles such as director, team leads, floor managers, and specialists. The sales department has three team leads who manage agents in different shifts. The customer service department has a director, manager, supervisor, and specialists. Job responsibilities for the roles include ensuring performance metrics, handling call volume, communication, and training/managing agents.
A call center is a central place where customer and other telephone calls are handled by an organization. It handles inbound calls from customers seeking customer support, help desk assistance, or other services, as well as making outbound calls for telemarketing, sales, or other purposes. Effective call center agents require skills in communication, customer service, listening, questioning, and using telephone etiquette to professionally handle high volumes of calls. Proper call flow management and customer service techniques are also important to provide a positive customer experience and meet business goals.
Call Center
AUTOMATIC CALL DISTRIBUTOR
INTERACTIVE VOICE RESPONSE
COMPUTER TELEPHONY INTEGRATION (CTI)
AUTOMATED INTELLIGENT CALL ROUTING
Web Enablement of Call Center
Types Of Call Center
LOGGING AND MONITORING
If you sell to the corporate marketing, having a strong value proposition is critical.
It helps you set up meetings with crazy-busy prospects. And, it helps them understand the value they get from changing from the status quo -- something they're loathe to do.
In this presentation, you'll discover how to craft powerful, customer-enticing value propositions that change everything.
Free Call Center Training | Call Center Best PracticesMetricNet
This document discusses best practices for call centers. It introduces a 4 step model for achieving excellence: 1) Measure key performance metrics, 2) Benchmark metrics and diagnose gaps against peers, 3) Prescribe actions to address gaps, and 4) Implement the action plan. Critical metrics include cost per contact, customer satisfaction, and agent utilization which are measured through ongoing benchmarking against a database of over 3,000 global call centers. World-class call centers implement best practices to provide superior customer experiences at lower costs.
This document provides an overview of training programs offered by Kaflat, including foreign language training, IT training, HR training, business communication skills training, and call center training. Call center training includes introductions to call centers and careers in call centers, as well as modules on management, quality assurance, training contents, and free training tools. Training is offered through classroom, online, and on-site personalized formats.
This document provides an overview of call center process management. It discusses managing business processes and activities to common goals like reducing costs and improving customer satisfaction. The presentation covers objectives like improving performance, productivity and revenue. It identifies challenges like integrating processes, products, channels and technology. It presents a customer interaction framework and discusses metrics like interaction performance. The overall aim is understanding customer needs and optimizing processes to enhance the customer experience.
This module is about 13 days training for Customer Service Representatives, and Communication Arts students. This is patterned to TESDA's 100 to 120 training hours.
This document provides a summary of 77 sales scripting techniques. It discusses general scripting techniques like future pacing, connecting known concepts to unknown ones, and storytelling. It also covers techniques for identifying customer needs through probing questions and statements. Finally, it outlines various closing techniques such as take away offers, alternative choices, and asking for the order while remaining silent. The overall document serves as a guide to persuasive language and scripts that can be used at different stages of the sales process.
SPIN selling is a consultative sales methodology that focuses on asking questions to understand a customer's situation, problems, implications, and needs in order to develop tailored solutions. It is based on research with over 35,000 sales calls and has been adopted by 90% of Fortune 500 companies. The SPIN methodology structures sales calls around asking targeted questions to uncover customer needs rather than describing products. Effective SPIN selling helps salespeople understand customer problems at a deeper level to build value for solutions and increase sales.
The document discusses selling skills, specifically the SPIN method of asking questions. It emphasizes asking implication questions to uncover implied needs and develop them into explicit needs before introducing solutions. Implication questions demonstrate concern for how problems are affecting the customer and help build credibility. The document also discusses closing techniques like using colorful language to describe benefits, creating a sense of fear of loss, and following up with customers after a sale. Roleplaying and focusing on implication questions are presented as ways to improve selling skills.
This document provides guidance on making effective sales calls. It discusses making a good first impression, identifying customer needs through open-ended questions, offering solutions that address the identified needs, assessing customer reactions, building credibility, and selling to groups. The key elements are making the customer comfortable, understanding their problems, demonstrating how your product solves those problems, adjusting based on their feedback, establishing trustworthiness, and tailoring your approach for group settings.
This document provides guidance on sales and marketing for district representatives in KMM Afrik. It defines marketing and outlines the components of an effective marketing executive, including establishing objectives, trust, empathy, credibility and customer needs. It introduces the S.P.I.N. method for presenting problems to customers and justifying solutions. The document also discusses treating customers fairly and the key principles involved. Representatives are advised to ask probing questions to uncover customer problems, implications and needs in order to position solutions effectively.
This 3-day training course on Microsoft Inside Selling teaches delegates sales skills like call planning, questioning techniques, listening skills, understanding customer motivations, presenting value propositions, handling objections, qualifying opportunities, and closing deals. Over the course of the training, delegates practice these skills through role-playing exercises, calling sessions, and feedback discussions. The goal is to help delegates convert more prospects to opportunities and close more deals through effective planning, communication, and understanding customer needs.
Selling Smart Workshop - Identifying Compelling Reasons for a Prospect to Buy...AnnArborSPARK
In this session, you will learn how to define a prospect’s needs, wants, challenges, problems and determine the urgency and feelings they have about the issues you uncover. You will learn the four levels of pain and how to use specific questioning techniques to uncover the intensity of their motivation. You will also learn how to qualify or disqualify the opportunity based on whether your product or service could solve the problems identified.
The document discusses the SPIN selling model, which involves asking prospects questions in a specific sequence: Situation, Problem, Implication, and Need-payoff. Situation questions provide context but don't benefit the buyer. Problem questions clarify issues and dissatisfactions. Implication questions develop problems' seriousness to increase motivation. Need-payoff questions get buyers to discuss how solutions meet their explicit needs and benefits. SPIN suggests opening with questions, not features, and setting call objectives to obtain commitments through understanding needs rather than persuasion. It emphasizes preventing over handling objections by not introducing solutions too soon.
A successful proposal must demonstrate an understanding of the problem, unique insights into solving it, and an excellent approach. It should provide compelling benefits to the client and confidence that the solution will be delivered as required. Key requirements include being insightful, benefits-driven, directed to the client's desired result, offering a unique proposition, and being interesting, understandable, logically structured, unambiguous and visually appealing while avoiding errors.
How to influence a partner during negotiation, using SPIN principle. Negotiat...Suleyman Ally
The SPIN model consists of four types of questions used in sales: Situation, Problem, Implication, and Need-payoff questions. Situation questions gather facts about the customer. Problem questions identify the customer's problems and needs. Implication questions explore the effects of the problems. Need-payoff questions develop the customer's desire for a solution. The model was developed by Neil Rackham and aims to understand customer problems in order to provide appropriate solutions that customers will want to buy.
Best Practices for Recruiting and Selecting Top Sales TalentInkCycle
Larry Coco of Coco Training & Consulting gave a presentation on recruitment and selection. He discussed high turnover in sales and the costs associated with it. He suggested developing a recruitment strategy including utilizing current employees and customers as referral sources. The presentation covered locating quality candidates, making initial contact, conducting effective interviews using behavioral questions, setting activity and performance standards, and evaluating candidates. Coco emphasized the importance of an effective recruitment process to attract and select top talent.
This document summarizes a keynote presentation discussing the increasingly difficult operating environment for social housing providers in the UK. It notes challenges such as the housing supply crisis, economic pressures like rent cuts and the need for continued efficiency, and changing customer expectations. The presentation discusses how providers' business plans are becoming more market-facing while some difficult questions around risk, stress testing, and effective regulation remain. It also examines sector forecasts around demand for social housing and pressures on social rents. Overall, the document outlines the complex challenges facing UK social housing providers and uncertainties around how best to address these issues going forward.
The document outlines the 8 steps in the personal selling process: 1) Prospecting, 2) Preapproach, 3) Approach, 4) Need assessment, 5) Presentation, 6) Meeting objections, 7) Gaining commitment, and 8) Follow-up. It provides details on each step, including how salespeople generate and qualify leads, research customers, plan presentations, do needs assessments using different question types, present products, respond to objections, gain commitment, and follow-up after sales. The personal selling process aims to inform customers about products and encourage purchase through face-to-face interactions.
The document summarizes the key concepts of SPIN selling based on the work of Neil Rackham. SPIN selling involves using Situation, Problem, Implication and Need-payoff questions to understand the customer's needs and guide them towards seeing how the seller's solution would meet those needs. It also discusses handling different types of customers, from data-oriented to feeling-oriented, and avoiding objections by focusing on benefits rather than countering objections. The overall goal is to have the customer verbally express their needs in a way that suggests the seller's solution is the answer, before presenting a proposal.
The document provides guidance on selling at the executive level, including identifying the appropriate executive, researching the executive and company, conducting effective initial meetings, and creating a value proposition. It recommends analyzing opportunities to identify the executive who would gain or lose the most; performing research on industry trends, the company's goals and initiatives; and proposing a clear next step, such as a follow-up meeting, to the executive.
This document outlines a workshop to help participants overcome fears of sales and create an effective sales process. It discusses establishing a value proposition, understanding customers, and a 7-step process for nurturing leads. Key points covered include starting with why your business exists, empathizing with customers, segmenting the market, and creating a personalized customer journey through consistent communication and education. The goal is to help participants develop a sales approach that feels right and increases their business.
The document outlines the 8 steps in the personal selling process: 1) Prospecting, 2) Preapproach, 3) Approach, 4) Need assessment, 5) Presentation, 6) Meeting objections, 7) Gaining commitment, and 8) Follow-up. It provides details on each step, including how salespeople generate and qualify leads, research customers, plan presentations, do needs assessments with questions, present products, respond to objections, gain commitment, and follow-up after sales. The personal selling process aims to inform customers about products and encourage purchase through face-to-face interactions.
Getting a qualified lead requires finding the right fit between a company and its employees. The individual must be productive, enjoy their career, and have growth opportunities. It is important to ask fact-finding questions to understand a potential client's needs, problems, and how a solution could help. The goal is to qualify leads by understanding the client situation and determining if the product could resolve their issues.
The science of selling that sells based on how buyers buy, not how sellers sell, this is what Psychological selling is about. In this short course, AndyTheCoach at www.asiatrainers.com teaches you how to sell without selling and get people to buy from you happily and willingly
Maximise Your Reputation in the Marketplace Jason KingMAXfocus
One of the biggest factors in determining how your target market perceives your business relates to the performance of your salespeople.
In this session we will discuss:
How to maintain existing business relationships so that your clients ignore approaches from your competitors
How to effectively prospect for new business without having to cold call
How to prepare and present compelling business proposals (not quotes)
Improvements in these key areas will significantly improve your reputation in the marketplace.
Could Better Questions Lead to More Wallet Share? That's a Good Question!Integrity Solutions
From Integrity Solutions at the Bank Trainers 2018 Conference. Is your current sales training compounding the problem of people’s belief that selling is a “bad word”? What if your team didn’t have all that negative baggage about sales? What if they viewed the role of asking better questions as uncovering and fulfilling customer needs? We look at the benefits of asking better questions in strengthening customer relationships, and how to overcome the fear of asking them.
Could Better Questions Lead to More Wallet Share? That's a Good Question!
Essential Selling Skills Part Iv
1. Demonstrating capability
FEATURES. A. B
FEATURES
Definition:
Features are neutral facts, data, information or characteristics of
your product or services
Examples:
We have 52 offices across 5 continents
The quotation is valid for one month from date of receipt
Impact:
Best used in the middle of the sale
Best matches buyers demand about details
Will have a positive impact on technical people
2. Demonstrating capability
F. ADVANTAGES.B
ADVANTAGES
Definition:
Advantages show how the service/product helps the customer,
simplifies things for the customer
Examples:
... which means you will not have to worry about quick repair
& maintenance
... which means you that you’ll not have to go through the
hassles of importing the spares
Impact:
Best when used during the beginning and the middle
Less effective on the customer as the cycle progresses
3. Demonstrating capability
F. A. BENEFITS
Definition:
Shows how a service / product meets an explicit need expressed by the
customer
Examples:
Which means you will not have to wait & pay for the shipment of spares
If there is a breakdown our engineers will be able to fix your machinery quickly
saving you costly delays and productivity
Impact:
Should be used at every opportunity
Best used in response to need payoff questions
4. THE 4 STAGES OF A CALL
Getting Started
Getting Started
Positioning yourself to ask question
Positioning yourself to ask question
Opening
Opening
Asking the right question.
Asking the right question.
Investigating Identifying and understanding the
Identifying and understanding the
Investigating buyers needs and concerns
buyers needs and concerns
Demonstrating
Demonstrating Showing how you can help
Showing how you can help
Capability
Capability F.A.B.
F.A.B.
Gaining Agreement
4. Obtaining ASK for the sale
Commitment Leading to the next step/START OF A RELATIONSHIP
5. THE 4 STAGES OF A CALL
Getting Started
Opening
Opening
Getting Started
Positioning yourself to ask question
Positioning yourself to ask question
Asking the right question.
Asking the right question.
Investigating
Investigating Identifying and understanding
Identifying and understanding
the buyers needs and concerns
the buyers needs and concerns SPIN
Demonstrating
Demonstrating Showing how you can help
Showing how you can help
Capability
Capability F.A.B.
F.A.B.
Obtaining
Obtaining Gaining Agreement
Gaining Agreement
Commitment
Commitment ASK for the sale
ASK for the sale
Leading to the next step
Leading to the next step
6. What is SPIN model?
1. The Model is based on research of 35,000 sales calls by
Huthwaite (Neil Rackham) – sponsored by IBM & Xerox
2. Currently being successfully used by major companies around
the world
3. SPIN is a logical framework & not a rigid sequence
4. You can use it for your success in selling to corporates
3. There is no single correct order of questions – every situation
demands an approach that is appropriate to that situation.
7. SYNOPSIS OF
SPIN QUESTIONS
About facts
About facts
Situation Questions
Situation Questions Neutral
Neutral
Leaves out sentiment
Leaves out sentiment
Focuses on the situation
Focuses on the situation
About dissatisfaction and
About dissatisfaction and
Problem Questions
Problem Questions difficulties
difficulties
Tries to bring out concerns
Tries to bring out concerns
Identifies Implied need
Identifies Implied need
IImplication
mplication
About consequences and effects of the
About consequences and effects of the
problem
problem
Questions
Questions Increases the seriousness of the problem
Increases the seriousness of the problem
Spins of to effects (implication) on other area’s
Spins of to effects (implication) on other area’s
Need-Payoff
Need-Payoff About the solutions and their value
About the solutions and their value
Questions
Questions Offer solutions and match explicit need
Offer solutions and match explicit need
8. SITUATION QUESTIONS
(Sales Executive to Sales Co-coordinator of a
Commercial client).
Definition: Finding out facts about the client’s
existing situation.
Example: “My information tells me that you have considerable
Business Travel and VFR (traffic to Europe. Since we
have direct flights to Europe can you tell me more
about it?”
Impact: Least powerful, can put off the buyer!
Advice: Eliminate unnecessary Situation Questions by doing
your research, cold calls and home work’ in advance.
9. PROBLEM QUESTIONS.
Definition: Asking about problems, difficulties or dissatisfactions
that your client may be facing in the existing situation.
Example: What difficulties do you face in giving prompt and
efficient service to your business executive traveling
under short notice?
Impact: More powerful than ‘Situation Questions.’
Experienced Sales Executives ask more of these
questions as they help to pin point the client’s needs.
Advice: Think how your product/services can solve your
client’s problems – not in terms of the characteristics
of your product/services.
10. IMPLICATION QUESTIONS
Definition: Asking about the consequences or effects of your client not
addressing his problems, difficulties or dissatisfactions.
Example: What inconveniences your executives face while traveling on
business trips due insufficient frequency of other airlines?
What would it mean to your executives if they could change
their travel plans according to the ever changing business
requirements?
Impact: Most powerful of all SPIN questions – Successful Sales
Executives ask lots of ‘Implication Questions.’
Advice: These questions are the hardest to ask as they have to be
framed in such a way that the agent feels the impact and extent
of lost opportunity.
11. NEED-PAYOFF QUESTIONS.
Definition: Asking about the value or usefulness of a proposed solution.
Example: How do you think our higher frequency facilitate your
business travel? And what impact would that have on
your business?
How could it make your job easier so that you could focus
on other important issues?
Impact: Top Sales Executives use these questions extensively as
they leave a positive impact on the clients.
Advice: Use these questions to get your clients to tell you the benefits
that your solution has to offer!
12. THINK ABOUT THIS ...
"Most People Aim at Nothing in Life, and Hit it
with Amazing Accuracy“
"Prescription Before Diagnosis is Malpractice.“
"People Don't Buy Because They're Made to
Understand, They Buy Because They Feel
Understood."
The sale begins when the customer says…”Yes"