The document discusses managing a sales team through an effective sales management system. It recommends designing a system that clearly defines expectations and allows the sales team to manage themselves. The sales manager's primary role should then be to manage the system and provide coaching. The system should include components like strategy and planning, sales process management, resource deployment, coaching and leadership, sales compensation, recruiting and hiring, and technology management. An effective system that selects the right people and provides necessary coaching can result in significant growth.
Want to Grow Your Business?Thrive in the competitive SMB market by innovating with small big ideas to accelerate growth in your niche.Find out how we help you grow your business.
7 Tips to Get the Most Out of Your Outsourced Marketing FirmTribalVision
An infographic depicting 7 tips on how to optimize your company's relationship with your outsourced marketing department for hire, resulting in happy collaboration and top work output and quality.
Want to Grow Your Business?Thrive in the competitive SMB market by innovating with small big ideas to accelerate growth in your niche.Find out how we help you grow your business.
7 Tips to Get the Most Out of Your Outsourced Marketing FirmTribalVision
An infographic depicting 7 tips on how to optimize your company's relationship with your outsourced marketing department for hire, resulting in happy collaboration and top work output and quality.
An outline for how to approach staring new in a position as a sales manager to establish a strong start and sustaining success leading a sales team. June 2020 update.
A successful and established coaching culture is integral to employee development, employee engagement and positive business results. Therefore, developing managers who provide their employees with differentiated coaching experiences are critical to your company’s success. In this session, you will learn how to effectively build and maintain a strong coaching culture, as well as how to measure your coaching program’s success.
SPI Insight: Selecting and Developing Sales Talent with Employee AssessmentsDario Priolo
This eBook covers:
How to determine if your existing talent is capable of executing future growth
Essential features of effective sales hiring assessments
Why personality assessments alone are inadequate
How to identify who you should choose as your next sales manager
Why Talent Mapping Is Essential to Strategic Business GrowthCBIZ, Inc.
Talent mapping allows businesses to create a roadmap for succession planning, future recruiting and employee development initiatives. By understanding what talent is needed to achieve future business growth, it’s possible to make the right investments today to achieve your ultimate goals. Learn what talent mapping is and how it can benefit your organization in this article.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Mel Feller and Coaching For Success 360 – Coaching – Consultant - Training
By Mel Feller, MPA, MHR
Mel Feller Seminars, Coaching For Success 360 Inc. /Mel Feller Coaching
Coaching For Success 360 is a full service management, coaching and consulting firm specializing in all and every type of business coaching, training, and development. Experienced coaches and consultants provide solutions to tough business problems and the leadership needed to significantly enhance a company´s performance and productivity. Our specialties and offered programs are in the area of executive coaching, business development, and team building involving all sizes of businesses including real estate.
Coaching For Success 360 and Mel Feller have found that the standard cookie cutter training and development does not adequately address the needs of team and leadership development. Their established programs incorporating personal assessments, sound methodology, and hard questioning accelerates development, and ensures growth.
An outline for how to approach staring new in a position as a sales manager to establish a strong start and sustaining success leading a sales team. June 2020 update.
A successful and established coaching culture is integral to employee development, employee engagement and positive business results. Therefore, developing managers who provide their employees with differentiated coaching experiences are critical to your company’s success. In this session, you will learn how to effectively build and maintain a strong coaching culture, as well as how to measure your coaching program’s success.
SPI Insight: Selecting and Developing Sales Talent with Employee AssessmentsDario Priolo
This eBook covers:
How to determine if your existing talent is capable of executing future growth
Essential features of effective sales hiring assessments
Why personality assessments alone are inadequate
How to identify who you should choose as your next sales manager
Why Talent Mapping Is Essential to Strategic Business GrowthCBIZ, Inc.
Talent mapping allows businesses to create a roadmap for succession planning, future recruiting and employee development initiatives. By understanding what talent is needed to achieve future business growth, it’s possible to make the right investments today to achieve your ultimate goals. Learn what talent mapping is and how it can benefit your organization in this article.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Mel Feller and Coaching For Success 360 – Coaching – Consultant - Training
By Mel Feller, MPA, MHR
Mel Feller Seminars, Coaching For Success 360 Inc. /Mel Feller Coaching
Coaching For Success 360 is a full service management, coaching and consulting firm specializing in all and every type of business coaching, training, and development. Experienced coaches and consultants provide solutions to tough business problems and the leadership needed to significantly enhance a company´s performance and productivity. Our specialties and offered programs are in the area of executive coaching, business development, and team building involving all sizes of businesses including real estate.
Coaching For Success 360 and Mel Feller have found that the standard cookie cutter training and development does not adequately address the needs of team and leadership development. Their established programs incorporating personal assessments, sound methodology, and hard questioning accelerates development, and ensures growth.
Endeavor Management announces the launch of our Sales Excellence Practice. Partner with us to develop high performance sales professionals and customer focused environments.
How to Hire the Perfect Sales Development SpecialistHireQuotient
1. Clarify Your Needs and Goals
Start by defining the specific objectives and expectations for the Sales Development Specialist role within your organization. Consider the key challenges and opportunities in your sales process that this role will address.
2.. Craft a Detailed Job Description
Utilize the job description template provided earlier as a starting point to create a detailed and enticing job posting. Highlight the responsibilities, required skills, experience, and qualifications. Be sure to also include information about your company culture and the benefits of joining your team. You can also use HireQuotient's JD generator to help you create compelling job descriptions.
3. Utilize Various Recruitment Channels
Post the job across multiple platforms to reach a broad audience. This includes popular job boards, professional networking sites like LinkedIn, and industry-specific forums.
4.Screen for Key Competencies
EasySource's AI will help you with your candidate screening as well. EasySource's Candidate Screening Module will scan the profiles of the candidates and ensure that they are aligned with your JDs.
5.Engage the Short-Listed Candidates
. EasySource can help you here as well where its Candidate Engagement Module will scan the candidate's profile and the JD you have created and craft compelling messages that make sure that these candidates respond to your outreach.
6. Assess the Skills of the Candidate
EasyAssess which will help with the same. The assessment tools ensure that the candidate's relevant skills are closely examined and evaluated. You can examine a variety of assessments from our library of skill assessments.
7.Conduct In-Depth Interviews
Use behavioral interview techniques to assess their leadership style, problem-solving skills, and ability to motivate and coach a team. If you have a large list of candidates, you can use HireQuotient's EasyInterview which will help you conduct asynchronous video interviews.
8. Evaluate Leadership and Strategic Thinking
Assess the candidate's ability to lead and develop a sales team, as well as their strategic approach to sales development. Consider scenarios or case studies relevant to your business to gauge their strategic thinking and planning capabilities.
9.Check References
Contact previous employers or colleagues to verify the candidate’s accomplishments, leadership abilities, and impact in previous roles.
10.Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new specialist to your company’s sales processes, tools, and team members. A well-structured onboarding program is essential for setting them up for success in their new role.
To read the full article, visithttps://www.hirequotient.com/how-to-hire/sales-development-specialist
How to hire a perfect Chief Sales OfficerHireQuotient
1.Hiring a Chief Sales Officer (CSO) is crucial for companies aiming to lead and enhance their overall sales strategy at an executive level.
2.Clarify Your Needs and Goals
Begin by defining the specific responsibilities and strategic goals for the Chief Sales Officer within your organization.
3. Craft a Detailed Job Description
Utilize the job description template provided earlier as a starting point to create a detailed and appealing job posting.
4. Utilize Various Recruitment Channels
EasySource to help you discover candidates from your internal and external candidate pools. EasySource's Candidate Discovery Module will automate candidate
5.Screen for Key Competencies
To streamline this process, consider using EasySource's AI-powered Candidate Screening Module, which will ensure candidate profiles align with your job requirements.
6.. Engage Short-Listed Candidates
Engaging short-listed candidates effectively is critical, especially at the executive level. Personalized communication that resonates with their extensive experience and career aspirations is key to attracting their interest. EasySource’s Candidate Engagement Module can assist in crafting compelling, hyper-personalized messages quickly and efficiently.
7. Assess the Skills of the Candidate
Assessing the skills of candidates for a CSO role requires a thorough evaluation of their strategic sales leadership and management capabilities. Use HireQuotient’s EasyAssess.
8. Evaluate Leadership and Strategic Thinking
Assess the candidate's ability to lead at an executive level and their strategic approach to sales.
9.Check References
Contact previous employers to verify the candidate’s past accomplishments, leadership skills, and effectiveness in executive roles.
10. Make a Competitive Offer
Once you identify the right candidate, make a compelling offer that reflects the value they bring to your organization.
11. Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new CSO to your company’s sales processes, tools, and team members
To read the full article, visit
https://www.hirequotient.com/how-to-hire/chief-sales-officer
How important is teamwork to your organization? There is no question it is becoming more critical to a company’s profitability and sustainability. So here’s a great assessment tool to get the dialogue going and identifying key areas for improvement.
How do you engage others when problem solving? Knowing how to facilitate a productive brainstorming session puts the power of collaborative thinking in your corner. Plus, it builds a stronger and more united team to meet future challenges head on, too. Learn how to unlock group creativity to start the ideas flowing in this article from the Peak Focus experts.
Are Your Sales People an Asset or Liability?Peak Focus
If 2012 taught us anything, it’s that traditional business and revenue models have permanently shifted. Transactional sales approaches are quickly being replaced by solution-focused, consultative business relationships. Has your sales team made the shift? Are they all capable of shifting?
Peak Focus Optimized Performance Formula - We developed this e-book to provide you and your team with an easy way to not only measure your level of performance, but to easily identify opportunities to elevate your level of performance - and then do something about it!
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
1. Leading printing executives into the future
Managing Your Team of Business Developers
By Jerry Scher
Published: November 27, 2012
Throughout this series of articles I've been focusing on rebuilding a team of talented sales
professionals who can perform as business development specialists. The primary message has
been that you must carefully re-define the roles and responsibilities prior to searching for the best
talent. I have also challenged you to re-engineer your recruiting and hiring processes so that you
can hire and promote more effectively and reduce the considerable costs of hiring mistakes; and
that includes dramatically improving your management team's interview skills.
In the last article the focus was on strengthening your human capital through staff development
and we made the case for designing both training and coaching programs. With the past six
articles as background, let's talk about managing this more sophisticated group of business
developers.
I am a strong believer in the concept that you should "Manage your System and Coach Your
People." It is essential that a well thought out sales management system or program be designed
that clearly defines your expectations and allows your sales team to actually manage themselves.
Once this system is in place, the sales manager's primary role should be to manage/maintain the
system and provide the necessary coaching so that your sales people can grow professionally and
adapt to this dynamic market environment. If we select the right people with the appropriate
skills and experience (eligibility) and behavioral traits (suitability), then this approach will result
in significant growth.
Let's take a look at the components of an effective sales management program.
•
•
•
•
•
•
•
Strategy and Planning
Sales Process Management
Resource Deployment
Coaching and Leadership
Sales Compensation Design and Implementation
Recruiting, Hiring and Training
Technology Management
Strategy and Planning
Prior to designing the management structure you must facilitate a strategic planning process that
not only defines what success looks like but also provides a clear picture of your current status.
You should involve the key players in this process so that the team can become aligned around
company expectations while preparing written goals and objectives.
2. Sales Process Management
You should clearly define the sales philosophy/approach that will be utilized and communicate it
clearly to the team. It is most effective if you can provide a step by step process for your
company's selling strategies so that sales people can develop the necessary skills for
implementation. Integrating transactional and consultative sales strategies into your overall
business development plan requires thoughtful planning and communication.
Resource Deployment
As more people in your organization become involved in the overall sales process, the sales
manager is responsible for deploying appropriate company resources to win new clients and
protect your hard earned business. This of course requires a strategic analysis of where your
business comes from as well as what is required to defend the business that is essential to your
continued success. Setting and communicating priorities is a crucial component of this process.
Coaching and Leadership
"If you give a man a fish, he'll eat for a day; if you teach him to fish, he'll eat for a lifetime." One
great indicator of strong leadership is the ability to make the people around you better. This is
accomplished by providing an example so that the process of modeling can occur. This is further
accomplished by designing a carefully executed coaching program. This of course requires an
accurate assessment of individual and team strengths and challenges and developing a plan that
will, over time, assist your sales people in improving their overall competence. Teaching your
sales people how to develop their own personal development strategic plan and assisting them in
carrying it out is what professional sales management is all about.
"If you give a man a fish, he'll eat for a day; if you teach him to fish he'll eat for a lifetime."
Sales Compensation
In today's business environment, where the requirements and expectations of your sales program
are changing right before your eyes, the structure and design of your sales compensation
program will clearly impact selling behavior. Continually reviewing your existing compensation
program to ensure that its design supports your business development strategies is the
responsibility of senior management as well as the sales manager. The structure of your plan will
clearly impact your sales organization's behavior.
Recruit, Hire and Train
The sales manager is responsible for executing a continuous recruiting program. The days of
looking for "experienced" sales people with a "book of business" are over. As the complexity of
the product mix intensifies and the role of the sales person changes, recruiting has also become
more complex. Clearly defined job descriptions are essential and a recruiting process that reaches
outside the confines of the industry is essential. The use of effective behavioral assessments such
as the Harrison Assessment that will predict a candidate's suitability for the position is a must.
The overall investment in hiring a new employee and the risks related to selecting the wrong
person are extremely expensive.
3. "The sales manager's primary role should be to manage/maintain the system and provide the
necessary coaching."
One of the best ways to attract talented sales professionals is to be able to demonstrate your
company's capability to provide training. The talent pool expands significantly when you offer
well thought out and designed training programs. The candidates that have the right tools (i.e.,
technology competence, "C" level selling skills, prospecting capabilities) are searching for
organizations that will assist them in growing professionally.
Time and Technology Management
In order to optimize the performance of your sales team, they must be held accountable for their
time. How they spend their time and what percentage is spent on direct sales activities is critical.
All too often sales people are focused on non-selling or marketing activities. They are poorly
organized and do not maintain the necessary account information to effectively market to their
clients. If a primary role of your sales people is to prospect for new clients/business then you
must leverage client information through the use of technology. An effective software program
that can support sales workflow, contact management, sales reporting and forecasting,
marketing, client correspondence and expense reporting can have a dramatic impact on sales
growth and profitability. So many of the sales management tools (i.e., call reports, expense
reports, client correspondence, proposal writing) that have been in use for years can now be
handled via industry specific technology and the greatest bonus is that management has complete
access to the data so they can hold their sales team accountable.
"Significant growth is possible if we select the right people with the appropriate skills,
experience and behavioral traits."
As a final note, as you design your sales management system consider the capability of the sales
manager. Prepare the job description, determine the eligibility requirements for the position and
assess the suitability of the manager. The most well designed system, with the best talent, will
not produce great results without the right coach/manager in place.
If you carefully design a well thought-out systematic sales management program for your
organization, your chances of achieving your revenue and profit expectations will be greatly
enhanced. If you would like more information about designing your system and learning more
about assessing and hiring sales talent, contact Jerry Scher at jerry@peakfocuscoach.com or 404931-9291.
For information about the Harrison Assessment http://peakfocus.harrisonassessments.com/index.html
Stay tuned to this continual series – as we continue to focus how to build a dynamic sales team.
Jerry Scher has been engaged in the graphic communication industry for over 35 years, Jerry's
primary goal - make those around him more successful.