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Using Personal Business Analytics to Build Consensus

Jun 2014/in /by

Having to build consensus among your buyers is one of the most challenging parts of the sales process. It is likely that many of the stakeholders (and maybe even all of them) are driving their own personal agenda—and many times, they won’t match up, neither amongst themselves nor with you.

The Corporate Executive Board mentioned in a recent webinar that having to build consensus can be frustrating for the salesperson, because it creates price-driven conversations, lengthens sales cycles, increases the need for specialist resources—all of which can result in more stalled deals.

Though the great benefit to companies of having diverse teams has been proven time and again, the diversity of opinions and points-of-view can frustrate the salesperson by increasing tension and slowing the buying cycle even more. So what can the salesperson do to avoid falling into that trap? Make sure you truly understand your customer’s business before you even start talking.

Help all stakeholders understand the problems they face. Getting every decision-maker on the same page is the very task that seems insurmountable in the first place. But if you demonstrate a deep understanding of the customer’s business and present their business challenges to them, you can focus the conversation around those particular points—and eliminate side agendas that can distract from what you’re trying to do. Using personal business analytics, you can see critical events and trends within their market, helping you make sure that your message really resonates with them when you walk into the meeting.

Demonstrate that your solution truly meets their need. Once you’ve centered your discussion around a specific handful of business problems, it’s time to work your magic. If you avoid selling your product itself and, rather, position it as a solution to their particular problems, your executive buyers are more likely to see the value that you create. Since you’ve already gotten them on the same page as to what their business issues are, you are more likely to be seen as a trusted partner—and explaining how you can help them tackle those challenges will help you get ahead.

Though it may seem like an intimidating task, there are things that you as a salesperson can do to shepherd your buyers in the right direction. By truly understanding their business, you can clearly define what their needs are and how you can help them.

Listening vs. Understanding: Knowing the Difference Can Make Your Sale

Jan 2014/in /by

As a salesperson, you’re constantly told that you need to listen to what your customer needs instead of just talking at them and drowning them out. That’s definitely true—how are you supposed to be an effective salesperson if you can’t address their specific needs?

Instead of simply listening to the customer, you should really aim to understand them. When client-facing employees actually understand their customers, they have a better idea of how to help their customer achieve their goals and, therefore, a better chance of making the sale.

What I mean by “understanding” is this: you can hear what the client is saying, but do you really know why they’re saying it?  You need to be familiar with what’s going on in their business; once you can put their pain points in context you can help your customer use your product in such a way that will give them the most benefit.

application

4 questions that provoke the ire of prospects

Dec 2013/in /by

By Ryan Warren, Vice President of Market Development

The cardinal rule of sales should be: Don’t irritate your prospects! It doesn’t matter whether a potential buyer could use your services or not. If they cultivate a strong dislike for you during the pitch, they’re unlikely to go with the company you represent. Sometimes when you’re under pressure to close, you might phrase questions inappropriately, leading to the disdain of the people you’re trying to impress. Avoid ruining the outcome of the sale before you’ve even begun. To start out, here are a few questions you should avoid asking:

  1. “Are you the decision-maker?”
    You want to make sure you’re not wasting your time with someone who doesn’t impact the purchasing decision. But the truth is, even if the final decision isn’t theirs, they can be a good bridge to someone who will make the final choice. Use this question and your prospect will see right through you. As Geoffrey James puts it in the Salesforce blog, when you ask this question you’re implying your contact is “some flunky gatekeeper who needs to be schmoozed.”Instead, you may want to dispense with the term “decision maker” altogether. James suggests asking instead, “who are the stakeholders?” Without bluntly questioning where the prospect falls in the chain of command, you can get an idea of who else you should talk to before closing the deal. Another idea, according to the Sales Excellence blog, is to ask “Once you make your decision, what are the next steps?” This will also give you a better understanding of the buying process.
  2. “Would you agree that…?”
    This is a leading question that could immediately cause your prospect to bristle. The idea is to make them say yes to something small so they will be more likely to say yes to buying. Unfortunately, your contact has probably heard this ancient selling technique hundreds of times, so it will only put them on the defensive. Instead, try a more open question like “what are your priorities around…?” Ask questions that lead to a legitimate discussion. Let go of the seller-buyer dichotomy and you’re more likely to influence your potential client.
  3. “If we could save you money, would you be interested?”
    Once again, you’re using a manipulative tactic and dangling the carrot in front of the horse. You’re obviously hoping to hook the prospect into a longer conversation, but this question is actually extremely vague, and needs to be more targeted to the prospective company in order to be useful. According to Colleen Stanley for Customer Think blog, it may be better to say, “let’s you and I crunch some numbers together to see if the cost savings add up to enough dollars to even consider making a move.” This way, you’re communicating to the prospect that you understand they have individual needs and offering a one-size-fits-all solution may not benefit them.
  4. Any question you should already know the answer to
    While making this kind of blunder may not send up a red flag as quickly as the first three, lack of research won’t get you ahead. To establish yourself as not just a salesperson, but a valuable informational resource, you’ll want to know as much as possible about your potential buyer’s market. Customer analytics can provide an in depth background on where your buyer is coming from. It can help you anticipate their needs, which will help you ask the right questions. Knowing your customers before engaging in the sales pitch is the smartest thing a salesperson can do.

Do your research, avoid provoking clients, and encourage conversation rather than being pushy, and you’re likely to win the confidence of your prospective buyers.

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How to keep your best salespeople

Dec 2013/in , , , /by

By Penny Herscher

Your sales team is the backbone of your company, but how do you get stellar sales reps to stick around? Turnover is an issue everywhere, but one of the secrets to sales success is finding a way to maintain rock star salespeople.

Costs of turnover
Aside from losing top talent, whenever a salesperson departs, it leaves human resources working overtime to find new talent. Recruitment can drain precious resources. In addition to onboarding and training, you will be paying significant salaries to employees who have yet to achieve full productivity. On the other hand, there are less obvious costs. When a valued team member leaves, it can cause ripples among other employees, according to Christina Gomez for Executive Board sales blog. Losing a trusted colleague can cause decreased morale and sales productivity. As a result, clients can receive gaps in continuity, and sales can be lost. Suffice it to say, you don’t want to lose salespeople, but how do you get them to stick around?

1. Hire right the first time
Do an impeccable job of hiring from the beginning. Hiring can be difficult process at the best of times, but putting in maximum effort will give you greater returns. Don’t be lazy about recruitment. Realize there are different types of salespeople and no one personality type creates the ideal salesperson. What kind of seller does your team need right now? Asking candidates to take a personality test can help to guide you in whether they’ll be a good fit, as Brittany Griffin suggests on Inside Sales. Even if a candidate seems like a winner, delve deeply into their background. Be sure to actually check references and ask follow up questions to find out if there’s anything they aren’t telling you.

2. Provide incentives for top sellers
A big problem with some companies is that they quickly advance salespeople out of vital roles. According to Griffin, a lot of businesses use appointment setters as sort of a training pool before salespeople move on to other more prestigious jobs. These valuable employees specialize in finding sales opportunities for closers and every month they remain, they become 40 percent more productive. Instead of making this an entry-level position, provide incentives for workers to remain there. Every time you advance someone from appointment setter position, you have to replace them, and you’re starting over at zero productivity. Make this a job to aim for, not just a rest stop on the way to something better.

3. Find the right climate
A good company culture can encourage salespeople to remain. According to Gomez, a judgment-oriented culture results in about 15 percent less turnover than other types of management systems. A judgment-oriented culture is defined by an organic environment that is geared more toward building relationships than a sales agenda. Such businesses are innovative and open, with guidelines but no strict rules. Give your employees space to be creative and develop their own methods and they will reward you by sticking around longer.

4. Build leadership and community
For businesses across the board, relationships among staff are the prime drivers of happiness in the workplace. Strong salespeople value good leadership and a staff that can work effectively as a team. According to a recent survey from TINYpulse, transparency is the No. 1 factor that influences employee happiness. Workers want managers to clearly outline their expectations and be open with them about what works and what doesn’t in the sales setting. Even more than that, employees value openness from supervisors, they want it from co-workers. In fact, co-workers were the single most-cited reason employees were happy in their jobs. To make sure sales teams are working together optimally, schedule frequent team-building activities.

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