Add You - Business

5 Good Reasons to Get Out of a Career You Hate
A lot of people don’t enjoy their work. A lot of people come to hate what they do for a living. I used to be one of them, and left it way too late to get out of what I was doing. I was off sick with stress and on a cocktail of anti-depressants when I was made redundant and hit rock bottom.I had to build myself back up piece by piece, and it was only then that I found that I could do what I really wanted to do. I don’t regret what happened because it woke me up and brought me to where I am now, but I know that I could have made a move sooner if only I’d had the courage. The impact of putting up with a job I hated took its toll, and these are things I see frequently in the people I chose to work with.Staying Will Cost You in Stress Chances are you’re already stressed by the situation you’re in. Stress is a feeling of not being in control of what’s happening, not being able to make choices about what happens and feeling powerless about what’s happening.By sticking at a job you hate you are, by definition, causing yourself more stress. You’re ignoring the choices you have and deciding instead to tolerate what you know full well you don’t want to

- Lack of development programs and leadership skills training

Leadership skills are extremely important to effective sales management. This is especially true when managing a sales force that leans more to the route mentality, is in a comfort zone, becomes complacent or is focusing on demand fulfillment as opposed to demand creation. The ability to recognize the need to adapt your management style not only to the situation but also to the individual is a key to gaining respect and trust from the sales force. This is a learned skill. Failure to seek out leadership skills training can be detrimental to success. A prerequisite to success in sales management is the ability to recognize talent and develop that talent. A Super Star Sales Manager will recognize talent and is willing to help develop that talent to reach its highest potential. They also prune the garden effectively. This means they hire well but fire even better. Failure to formalize a development program for sales management is a big mistake.

Hint #3

Crash Course in Writing Sales Letters Conversationally
What is the secret to sales letters that get read? That sell product? That keep readers reading until the last line? What about emails? Which ones get read? Which ones keep the reader “hooked” until the last line? Why do we buy from some email letters and not others---assuming the same product, same benefits?I propose that it has to do with the conversational tone of the sales letter or email. Now don’t get me wrong here.I think there are rules to follow that send readers down a path that leads to a click or a sale. Sure, you gotta ask for the order, you gotta use compelling language.But after that, some emails get read, others don’t.Think about your own email box. Which letters do you quit reading after the first paragraph? Don’t know, start keeping track. I do. Which letters do you read until the last word? Are they consistently written by the same authors? What are the common factors?I suggest that the letters that you continue to read are conversational in tone. You actually feel as though you are talking with a friend, sitting on the front porch with a refreshing glass of iced tea. The family dog is nearby, you can hear the creek runn

Finding the right person to fill the sales management role is a common quandary in wholesale distribution. It can be especially challenging when a decision is based strictly on sales territory performance without regard for the specific skill sets required to lead a sales force.. 2005 has been a good year in wholesale distribution with some industries recording double digit growth rates. With market cooperation like that, most sales people are smiling as they hit or exceed their quotas. Deciding on the right sales person to promote to sales manager can become a difficult and risky decision..

“We need a new sales manager. Let’s promote Tommy, he’s our leading producer in field sales.”

“No! We can’t afford to lose Tommy’s production in the field.”

“That’s not a problem. He can be a working sales manager and still call on his key accounts.”

Most of us should recognize that conversation but not many of us recognize the fallacies that lie within it. In wholesale distribution, it seems that the primary prerequisite for becoming a sales manager is being the top performing sales person. Promoting our top performing sales person to sales manager simply due to results is a big mistake. Personal experience tells me it has less than a forty percent chance for success. Our chance of success is decreased even further if we really believe that our sales manager can manage the sales force and still be solely responsible for a number of high volume accounts.

Different Skill Sets

It is an undisputable fact that different skill sets are required to become a successful sales manager as compared to being a successful sales person. Selling is a profession that requires professionals. Managing a group of professionals with the type of personalities required to succeed in sales is no easy task. Yet, in my humble opinion, it is probably the most important management position you can hold in a company. Sales management holds the key to meeting company objectives. Effective sales management builds the platform for success. Sales people are not the easiest group in the company to manage. If they were they would not be sales people. Selling is not easy. It takes a special talent, self motivation, self discipline, a passion to succeed and the ability to accept rejection. The reality of the situation is simple. The majority of sales people are not managed well. Let’s look at some common sales management mistakes to help us develop the list of hints I promised that will increase your ability to determine which sales person at your company is likely to succeed as sales manager.

Mistake ----- Low tolerance for process.

Let’s face it, there probably isn’t a sales person alive that likes paperwork and administrative tasks. However, a Super Star Sales Manager will be process oriented. They understand that success in sales is driven by best practice and best practice is built around process. Sales effectiveness depends on predictable and repeatable best practice. The Super Star Sales Manager will create the kind of culture that negates the inherent aberration by sales people for process, structure, detailed and documented action planning.

HINT #1

If your star sales person embraces structure, pays attention to detail, is always current with required communications, documents his action planning process and doesn’t whine about administrative requirements passed down by corporate, chances are he/she will have a high tolerance for process. This means he/she possesses a basic understanding of structure and accountability. Everything isn’t locked up in their head just because they have been doing it a long time and have had great success.

Mistake ----- Weak coaching and mentoring skills

Relationship equity is still a primary ingredient for sales success. However, relationship equity with the customer is quite different than relationship equity with peers, subordinates and executive management. A Super Star Sales Manager will build enough relationship equity with their sales force to be able to provide effective coaching and mentoring in reviewing the sales person’s activities. They understand that you must manage activities and measure results. This coaching and mentoring process includes buddy calls, monthly territory reviews that provide support and resources to leverage individual sales talent. This process includes opportunity recognition and pipeline management. What does the sales person have in the pipeline? Can the sales manager provide proactive support and resources to increase the chance of success?

Hint #2

If your star sales person is reluctant to accept or seek out help, this may be an indication of the Lone Wolf methodology. Maximizing territory performance requires a team effort. Utilization of all resources and support is mandatory to grow market share and maximize profitability. Look for the sales person that is successful but recognizes that they are not alone. Look for the sales person that shares the credit for success, coaches the inside sales staff, recognizes the contributions of customer service personnel and others in the organization. This sales person has also gained the respect of his peers and is often seen giving advice and sharing ideas.

Mistake ---- Lack of development programs and leadership skills training

Hint #3

Add Some Piazza To Your Internal Marketing Plan
Good chemistry in an office can make all the difference in the world. Whether it’s employees forming friendships that go beyond the monthly happy hour or blurring the dividing lines between upper management and employee base, a happy and cooperative office can change the way you do business in several positive ways, especially in times of transition and change. Take for example when you want to launch a new product or update your current logo and tagline. If you start your launch with a strong internal marketing campaign you can get your employees excited and prepared so that the overall transition can succeed. And what better way to pump up your internal marketing campaign than through promotional products.Many companies, before launching their marketing and advertising plans, look to bolster support from the inside with their own employees and clientele first. This serves three important purposes. First, internal marketing teaches your employees about your change or new product before the company releases it to the public. It allows for familiarization of the transition so that your employees know all the details and can really sell it. Second, it encourages more unity and cooper

ased even further if we really believe that our sales manager can manage the sales force and still be solely responsible for a number of high volume accounts.

Different Skill Sets

Mistake ----- Low tolerance for process.

HINT #1

Mistake ----- Weak coaching and mentoring skills

Hint #2

Mistake ---- Lack of development programs and leadership skills training

Hint #3

How do You Pull Out of a Sales Slump?
Slumps can happen to anyone, at any time, in any market. In most cases, they usually have little to do with the auction economy. Slumps are usually the result of loss of focus, self discipline, self doubt and negative talk. Regardless of the reasons for your slump, it is important to realize that slumps are expected and that they need only be temporary if handled properly.1. Begin with an admission that you are in a slump. Stay away from negative people. View yourself as an appreciating asset, Invest in yourself and take advantage of every opportunity that comes your way on the grounds that every such investment makes you that much more valuable to yourself and to others. Visualize positive results often, always assume the auction contract prior to negotiations etc. See yourself enjoying the benefits that your success brings you. Conceive, believe, achieve!2. Review your goals. They should be clear, specific, written down and measurable overtime. They should be attainable. Be sure you include action steps so that the goals can be reached, not pie in the sky dreams. Goals give you energy and focus. They make repetitive tasks have more meaning and value.3. Dramatically s

for process.

HINT #1

Mistake ----- Weak coaching and mentoring skills

Hint #2

Mistake ---- Lack of development programs and leadership skills training

Hint #3

4 Ways to Double the Power of Your Business Cards
Sure, everyone needs business cards. But why not make your business card do double or triple the work of an average business card.Here are 4 proven ways to supercharge your business card into a powerful business tool.1. Use the back of the card to include sales info. Good marketers know that customers need to be reminded at every opportunity how your product or service will help them. Even though business cards are small, you can still include some information on the back of the card that will remind customers how you are unique, better, and valuable. You could include a short bullet list of features and benefits. You could display some stats and figures, mention awards your product has won, or list a brief testimonial or two. Just a little bit of extra sales information can make a big difference in building relationships and encouraging sales.2. Use the back of the card as an appointment card. Dr.’s and dentists do this frequently. But other businesses can use the same concept. Sales people of all kinds, realtors, consultants, professionals and more can use the back of their business cards as an appointment card. This is a good idea for several reasons. Fir

. A Super Star Sales Manager will build enough relationship equity with their sales force to be able to provide effective coaching and mentoring in reviewing the sales person’s activities. They understand that you must manage activities and measure results. This coaching and mentoring process includes buddy calls, monthly territory reviews that provide support and resources to leverage individual sales talent. This process includes opportunity recognition and pipeline management. What does the sales person have in the pipeline? Can the sales manager provide proactive support and resources to increase the chance of success?

Hint #2

Mistake ---- Lack of development programs and leadership skills training

Hint #3

Effective Branding...What's in a Name!
Ask any marketing executive and they will tell you that a company's name is golden. There are certain associations that people have with a name, one that invokes emotions -- good or bad. Let's examine three case studies of branding involving companies that have merged and where the buyer kept the name of the company they bought or are considering purchasing.In the late 1990s with bank mergers in full swing, United Jersey Bank was faced with a dilemma. Having started to open branches in neighboring states, the "United Jersey" part of their name was beginning to become a hindrance. Bank executives knew that the name would have to be changed in order to continue to grow, while at the same time continuing to avoid being merged out of existence. The solution? The bank purchased a small, local bank based in Summit, NJ named Summit Bank. Once the merger was completed United Jersey Bank was renamed Summit Bank. Unlike the United Jersey name with its New Jersey correlation, few people associated Summit with the town of Summit. Instead, United Jersey Bank capitalized on a very positive name, summit, and started to market themselves as the peak of all banks. The campaign was a success as the n

- Lack of development programs and leadership skills training

Hint #3

If your star sales person is not interested in attending seminars, doesn’t listen to self development tapes and hasn’t read a sales book in the past year, chances are they believe they are as good as they are going to get. Look for the sales person that is willing to be away from his territory, sacrificing commissions to increase his individual knowledge. This is the type of sales person that is a sponge when it comes to continuing education in the fields of sales. This person not only seeks company sponsored training but is willing to invest his own money and time in self improvement activities. They have a philosophy of continuous self improvement striving to be the very best that they can be.

Mistake ---- A Member of “The Lucky Territory Club”

Numbers alone don’t always tell the story. We need to analyze each individual success story. Just because a sales territory has performed well doesn’t automatically mean the sales person is a star. A ten percent sales growth sounds great but how good is it if the potential growth for that territory should be in the twenty or thirty per cent range. A ten percent sales growth in that territory sounds great but how good is it if the market in that territory actually grew by thirty percent and the sales person was in a comfort zone walking by opportunities daily.

Hint #4

When evaluating your star sales person for potential promotion, analyze the numbers thoroughly. Is the sales person the real reason for that territory success? Are the numbers as good as they appear when you consider all the factors? Determine how this territory was established. Is this sales person responsible for the long term growth of this territory or did they inherit it. Analyze new account development in this territory. Evaluate this sales persons prospecting skills. How many new accounts have been developed in the territory? What kind of penetration success has been demonstrated with existing accounts?

Hint #5

Look for the sales person that has the ability to think strategically. They are willing to sacrifice personal gain for the benefit of long term company success. (A rare quality). A sales person that may be a maverick and shoot from the hip occasionally but every risk they take is a calculated risk. Their personal objectives for territory performance are in alignment with the company’s strategic objectives in relationship to product development,, segmentation, vendor development and margin initiatives. Look for the sales person that has good communication skills internally, one that has learned to listen exceptionally well, a skill that often eludes some of the best sales personnel.

If you are ready to promote your star sales person to sales manager, pay attention to the hints listed in this article. If your star sales person measures up according to the factors discussed in this article, your chance of success increases dramatically. That means your Super Star Sales Person can become your Super Star Sales Manager. If they don’t measure up according to the hints discussed, look deeper into your sales organization for that sales manager or go outside the organization. There is no such thing as entitlement. Remember, different skill sets are required to be an effective sales manager.

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Interviewing principles and practices do not vary often. First off, the term principle means a basic truth or belief. Therefore, an interviewing principle is a system of how interviews are normally conducted. As far as a practice is concerned, an interviewing practice is the usual, customary way it is performed. It also means an action done many times over to acquire skill. Therefore, interviewing principles and practices are the customary ways an interviewer asks the same set of questions that pertain to a specific job.

Very few businesses can claim to be prepared for the loss of key employees. Quite often it is an unexpected and unplanned for event that causes quite a bit of disruption to 'business as usual'. What can you do to prepare yourself?

Travel brochures are more or less like other brochures but they contain visuals of higher quality, considering that they need to give the right feel and impact of the places they advertise and campaign for.

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