Survey & Assessments

Action Step 1: Survey for Accuracy | Action Step 2: Power Selling Training

ACTION STEP I: "Ready, Aim, Aim, Aim, Aim, Fire"

If you bought a computer and paid $25,000 for it, would you want to receive a manual that tells you how to operate it and what the right buttons are to push to get from your investment what it's capable of producing, of course you would, I'm sure. We have technology that can provide you the manual for your sales people that is that powerful for you.

John Evans will personally visit your operation. He will thoroughly interview all personnel connected with your sales operation. Every sales person will complete the following:

• Sale Styles Analysis which answers accurately for us the behaviors this person applied to perform in their sales environment. We also can then provide you a strategy telling us how you communicate, delegate, and assign this person more effectively so they can sell more and bigger. This instrument answers a critical question #1, Can they sell?



• Professional Sales Values Assessment This produces feedback in six critical areas that are measured and provides us with answers to how to develop and shape this person's performance. This instrument was created from the most important research information ever gathered on sales professionals and is combined with the powerful and probing research done on what motivates this person. The critical question answered here is #2, Will they sell?



• Sales Success Profile We will know exactly what sort of sales aptitude this person has and what it will take for him to be more effective immediately. How, and more importantly, what he needs training in to get him doing what he is capable of. This is the 3rd critical information area. #3, Do they know how to sell?

Post Survey and Analysis

Now we know what the greatest needs are for your special selling organization. This information, combined with our interview, will give us incredible accuracy and a chance to bring about change in the right areas to produce immediate results.

In addition, we now have a tool that will give you more accuracy in who to hire, how to get them on board and productive with a faster start to productivity and solid agreement on their role and your expectations. We believe this to be the most vital part of your establishing this person's opportunity to perform and succeed in your organization.

Following our initial training event we would wait six months then reassess your group to see how they have developed to this stage and what would be the next best training to provide.

This would take two days. We could have survey results overnight and this would be a contributor to the sales training we would deliver.

ACTION STEP II: "POWERSELLING" Training Event

Three days that will change their sales behavior beginning immediately. We would conduct our intense three day event that is a customized version of our one week "Boot Camp". The objectives to be achieved would be further agreed on before getting underway but include some of the following:

Objectives

• To improve presentation skills and sales performance qualitatively and quantitatively resulting in more creative selling awareness and expertise and greater return on effort.
• To assure consistent quality of sales interaction with each customer resulting in a reputation developing that will have customers working for you.
• To provide comprehensive training on the psychology, as well as the strategy of selling, resulting in sales people who can sell more customers per interview and keep them sold.
• To build excitement, enthusiasm and commitment into each sales campaign resulting in sales people viewing all sales challenges in a new light.
• To provide an enduring learning experience that can stand the test of time resulting in more permanent skills and consistent sales performance.
• To develop the spirit of organizational patriotism resulting in sales, operations, service and delivery cooperating to provide unbeatable customer service.
• To accept bigger quotas of see more of the potential resulting in success for all the programs initiated.
• To encourage participants to further develop their individual presentation and sales skills after the training resulting in people growing to match the challenges being faced in a competitive industry.

Measurements

Immediate strategies need to be put in place to establish measurements in all customer service, sales, delivery and operations areas. Examples from the sales area only are:

• Six months sales performance prior to training, six months following.
• Company figures versus industry averages.
• Sales persons of operations expense to sales ratio.
• Employee turnover or lack of.
• Absenteeism.
• Earnings by individual including bonus, commissions, incentives.
• Average commission per sale.
• Product mix.
• Average size of sale.
• Rate of closure for new products you are presenting.
• Number of follow-up calls on customers to expand same product.
• Number of referrals per customers.
• Number of extra item sales.
• Number of phone calls to generate plus sales and ratio of sales per call.
• Bad debt ratio.
• Ratio of conversion for sales leads.
• Sales forecasting accuracy.
• Percent of objectives met regularly
• Increase in active selling time.
• Improvement in sales rank or position.
• Percent of time among the winners based on sales performance.
• How many suggestions have they submitted.
• Developing promotional ideas.
• Complimentary letters from customers.
• Development of sales aids and floor demonstrations.

Example: You could begin to use applied measurements to provide a basis for incentives and compensation.

These are only a few areas to consider. We should examine the measurements closely and agree on them prior to training,. Then assess the progress through this kind of system and be more specific.

Recruitment: Customer Service Training

When your management has become familiarized with the instruments we have provided they will want to use them as a recruiting tool. This will augment the interview and provide them a method to remain objective and have the best questions they could possibly ask to optimize their accuracy in hiring new sales professionals.

We can provide a model of the best of your best that would show managers what to look for and what it would take to get this candidate on board and productive immediately. The value of proper use of these tools is inestimable. Just compare what happens when you hire someone who fails.

We have an instrumented approach that, along with profiles we develop through compilation, will give you a snapshot of the ideal candidate and improve your accuracy for bringing in winners who want to be in professional sales as a career.

Recognition and Incentives: Campaigns/Marketing

We will consult on these for specific feedback and guidance. We believe that your success in these areas can be enhanced by the strategy used that has language and approach to match with the marketing.

Newsletter - This is when we set up the dealer sales network.

The value of this type of vehicle is very high in building excitement and as a form of recognition. The letter should be done professionally with a monthly production as the best possibility. Columns could include some of the following:

• Sales Person Of The Month (Criteria more than volume, establish this on a number of points set up to reinforce the systems we implement).
• Sales Person Of The Quarter (Balanced performance).
• Sales Person Of The Year (Ceremony built around the presentation made by Chairman of the Board, have spouses attend and build this up as an annual event where salespeople of month and quarter help present the program).
• Family Profile as a highlight with pictures and interview.
• Team Sales Column where recognition is given to the top service, delivery and operations support people.
• Good News which is an open column sought constantly for births, birthdays, and awards or recognition.
• Message From The President
• Industry News and Ranking
• New Product Column
• Satisfied Customer Profile
• New Sales Ideas and Strategies fresh information that gives an idea to apply immediately.
• Merchandiser Of The Month/Quarter and of the year
• Service Man Of The Quarter profile
• Delivery Man Of The Month profile

Sponsors/Manufacturers should pay for the newsletter with advertising co-op dollars. They may also provide the awards and should participate in the ceremony to help build excitement.

These are some ideas, the name and format are very important. This must be a quality product and provide excellent communications that reinforce all that we are doing in training areas. We recommend hiring professionals and making this a tremendous motivational vehicle. We can discuss this further.

Training Products Orientation

We know from experience that professional growth and development is tied directly to personal goals. Training must be continuously done, and not as a knee jerk reaction, but as a part of building individuals while achieving the pre-determined desired results of your organization. You pay for training, whether it's done or not, a price for what it costs to do training can be established, what it cost if you don't is inestimable. Other areas we will cover as part of our experience would include:

We believe from proven experience that to have full impact and maximum value for training investments this must be targeted training.

Outcomes

To establish optimum performance from every sales person at every location from entry level to top professional is the goal. There are proven selling skills, strategies, methods and systems when matched with the right philosophy and practiced will assure top performance. Sales success comes from two areas, habits and discipline. Translated that means, "Perfect practice makes Perfect" not practice makes perfect. Sales people must learn the right habits to develop then discipline by making yourself do what you know to do. This can be learned and people will be shown how:

• To perform consistently.
• To reach high levels of success.
• To understand how to overcome obstacles.
• To self motivate and keep going against overwhelming competition.
• To be professional in what they say, how they say it, what they do and how they do it and how they look.
• To develop reserve power in selling.
• To remove barriers of misunderstanding.
• To approach anyone and have successful sales results.
• To exceed sales expectations and emerge stronger and more valuable every time.
• To be self starters with their own impetus.
• To be relied upon to do the right things under pressure without conscious thought or effort.

Please contact John Evans if you are interested in a
presentation for your organization