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Atricle Dump - The Sales Management Leadership Quiz
I have seen way too many discouraged job seekers in recent years. And not just here at home, in Detroit, where the auto industry is truly shaken. Certainly the economy is troubling, but thats not the main reason I find job seekers are discouraged. I think the internet has created a 'monster' of a problem for job seekers.The beauty of internet job search sites is that they give you instant access to a large list of opportunities. The ease factor is very appealing. You can upload your resume and pop your resume off to dozens of potential employers with a simple click of a button.But the truth is, this gives job seekers a false sense of hope. After you hit send what happens? Usually, nothing. And thats the problem. The fastest way to
Lack of growth initiatives that include penetration, new account and new product development
Acceptance of status quo without accountability
Excessive compassion and complacency
3. Lack of Sales Effectiveness Process ---- Process is the tendons and the muscles that link structure and strategy together. Process includes:
Targeting, goal setting and action planning
Monthly territory performance discussions
Sales scorecards
Coaching & Mentoring
Effective sales meetings
4. Lack of Formalized Training & Development System
Standards and benchmarks for performance for both outside and inside sales
Training Matrix with required support
5. Wrong People ---- According to statistics less than 25% of top performing sales personnel promoted to Sales Manager are successful. 55% of people earning a living in sales should be
As a business woman have you ever committed any of the 5 most deadly networking mistakes? Often business women commit deadly networking mistakes without even knowing it. These tips point them out and tell you how to correct them the next time you meet some one. Remember we are always networking at work, at church, in the neighborhood and of course at our networking events.1. Mistake #1: Giving someone your business card before they even ask for it or when they really didnt want it. Note a person may never ask for your business card and you may never need to give it to them in order to effectively network. The process of networking is really about getting to know the other person not knowing what they do or even passing out a business card. A perso
It is an indisputable 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.
Have your internal sales manager candidates take the "Sales Manager Quiz" to help you in the decision making process
Sales Management Leadership Quiz
The candidate should answer yes, no or sometimes to the following questions. Calculate the score and then share the results for discussion with your interview team.
Yes Always = 2 points No = 0 points Sometimes = 1 point
Yes No S/T
__ __ __ I always communicate with clarity and people understand me.
__ __ __ I always get things done on time and live up to commitments.
__ __ __ Understand how my responsibilities relate to the big picture.
__ __ __ Listen expertly to others, both subordinates and management.
__ __ __ Connect developments and spot patterns in floor and phone traffic.
__ __ __ Accept risk and take on difficult assignments.
__ __ __ Inspire excellence and commitment in the Designers.
__ __ __ Deep interest in people and exhibit strong social and interpersonal skills
__ __ __ I seek out coaching and mentoring opportunities with all my subordinates.
__ __ __ Focus on results, growth & profitability.
__ __ __ Hold myself and other people accountable.
If the candidate scored 20 or higher ---- sales management potential is high.
If the candidate scored 15 - 19 ----- sales management potential is medium to high but can use some development.
If the candidate scored 12 14 ---- the candidate needs personalized training, coaching and mentoring.
If the candidate scored less than twelve ----- keep them focused on selling success and not on management.
If you don't have an internal candidate that scores at least 15 or higher you need to recruit from outside the comapny.
***************************************************
Consider the following common mistakes and professional sales manager characteristics when interviewing your candidates.
Five Common Mistakes of Sales Management
1. Lack of Structure ---- Policies, procedures and the culture that determines the behavior and success of the sales force. Including:
How accounts and territories are assigned
Systems and procedure on walk in traffic
Compensation & SPIFF design
Confusing communication channel
2. Lack of Strategy ---- Effective documented sales growth strategy aligned with corporate initiatives.
Lack of growth initiatives that include penetration, new account and new product development
Acceptance of status quo without accountability
Excessive compassion and complacency
3. Lack of Sales Effectiveness Process ---- Process is the tendons and the muscles that link structure and strategy together. Process includes:
Targeting, goal setting and action planning
Monthly territory performance discussions
Sales scorecards
Coaching & Mentoring
Effective sales meetings
4. Lack of Formalized Training & Development System
Standards and benchmarks for performance for both outside and inside sales
Training Matrix with required support
5. Wrong People ---- According to statistics less than 25% of top performing sales personnel promoted to Sales Manager are successful. 55% of people earning a living in sales should be
During the holiday season (from Thanksgiving to New Years), its common for people to take a break from their networking activities. Understandably, people become busy with family and feel an end-of-the-year crunch with their work.Contrary to popular belief, the holiday season is a great time to network because of holiday parties, holiday cards and companies still in hiring mode.Holiday EventsIn the month of December, companies and networking groups generally hold holiday events. The purpose of these events is to allow attendees or employees to unwind at the end of year, be social and have fun.Take advantage of these opportunities because you can get to know people in a more casual environment. At the same time, these a
Have your internal sales manager candidates take the "Sales Manager Quiz" to help you in the decision making process
Sales Management Leadership Quiz
The candidate should answer yes, no or sometimes to the following questions. Calculate the score and then share the results for discussion with your interview team.
Yes Always = 2 points No = 0 points Sometimes = 1 point
Yes No S/T
__ __ __ I always communicate with clarity and people understand me.
__ __ __ I always get things done on time and live up to commitments.
__ __ __ Understand how my responsibilities relate to the big picture.
__ __ __ Listen expertly to others, both subordinates and management.
__ __ __ Connect developments and spot patterns in floor and phone traffic.
__ __ __ Accept risk and take on difficult assignments.
__ __ __ Inspire excellence and commitment in the Designers.
__ __ __ Deep interest in people and exhibit strong social and interpersonal skills
__ __ __ I seek out coaching and mentoring opportunities with all my subordinates.
__ __ __ Focus on results, growth & profitability.
__ __ __ Hold myself and other people accountable.
If the candidate scored 20 or higher ---- sales management potential is high.
If the candidate scored 15 - 19 ----- sales management potential is medium to high but can use some development.
If the candidate scored 12 14 ---- the candidate needs personalized training, coaching and mentoring.
If the candidate scored less than twelve ----- keep them focused on selling success and not on management.
If you don't have an internal candidate that scores at least 15 or higher you need to recruit from outside the comapny.
***************************************************
Consider the following common mistakes and professional sales manager characteristics when interviewing your candidates.
Five Common Mistakes of Sales Management
1. Lack of Structure ---- Policies, procedures and the culture that determines the behavior and success of the sales force. Including:
How accounts and territories are assigned
Systems and procedure on walk in traffic
Compensation & SPIFF design
Confusing communication channel
2. Lack of Strategy ---- Effective documented sales growth strategy aligned with corporate initiatives.
Lack of growth initiatives that include penetration, new account and new product development
Acceptance of status quo without accountability
Excessive compassion and complacency
3. Lack of Sales Effectiveness Process ---- Process is the tendons and the muscles that link structure and strategy together. Process includes:
Targeting, goal setting and action planning
Monthly territory performance discussions
Sales scorecards
Coaching & Mentoring
Effective sales meetings
4. Lack of Formalized Training & Development System
Standards and benchmarks for performance for both outside and inside sales
Training Matrix with required support
5. Wrong People ---- According to statistics less than 25% of top performing sales personnel promoted to Sales Manager are successful. 55% of people earning a living in sales should be
Theres not much sympathy for most Chief Executive Officers (CEOs) in companies. No matter what the size of the company they tend to be viewed as getting a high salary, lots of perks, no-one telling them what to do and everyone doing what they say.Some of this is true. However, there is an unseen side to the CEO position that is only really understood by those who have been in the role or those who have acted as their close adviser or coach.It can be a very lonely place.The CEO is expected to make all the decisions and direct the company. Theyre expected to have the answers and to provide the right solution when the company runs into problems. They have to be the face of the company whether the results are good or bad, and they h
__ __ __ Listen expertly to others, both subordinates and management.
__ __ __ Connect developments and spot patterns in floor and phone traffic.
__ __ __ Accept risk and take on difficult assignments.
__ __ __ Inspire excellence and commitment in the Designers.
__ __ __ Deep interest in people and exhibit strong social and interpersonal skills
__ __ __ I seek out coaching and mentoring opportunities with all my subordinates.
__ __ __ Focus on results, growth & profitability.
__ __ __ Hold myself and other people accountable.
If the candidate scored 20 or higher ---- sales management potential is high.
If the candidate scored 15 - 19 ----- sales management potential is medium to high but can use some development.
If the candidate scored 12 14 ---- the candidate needs personalized training, coaching and mentoring.
If the candidate scored less than twelve ----- keep them focused on selling success and not on management.
If you don't have an internal candidate that scores at least 15 or higher you need to recruit from outside the comapny.
***************************************************
Consider the following common mistakes and professional sales manager characteristics when interviewing your candidates.
Five Common Mistakes of Sales Management
1. Lack of Structure ---- Policies, procedures and the culture that determines the behavior and success of the sales force. Including:
How accounts and territories are assigned
Systems and procedure on walk in traffic
Compensation & SPIFF design
Confusing communication channel
2. Lack of Strategy ---- Effective documented sales growth strategy aligned with corporate initiatives.
Lack of growth initiatives that include penetration, new account and new product development
Acceptance of status quo without accountability
Excessive compassion and complacency
3. Lack of Sales Effectiveness Process ---- Process is the tendons and the muscles that link structure and strategy together. Process includes:
Targeting, goal setting and action planning
Monthly territory performance discussions
Sales scorecards
Coaching & Mentoring
Effective sales meetings
4. Lack of Formalized Training & Development System
Standards and benchmarks for performance for both outside and inside sales
Training Matrix with required support
5. Wrong People ---- According to statistics less than 25% of top performing sales personnel promoted to Sales Manager are successful. 55% of people earning a living in sales should be
If you are looking at selling your existing business and buying another one, you may seek brokerage services from a reputed broker. They offer such services for certain fees that depend on the final sale or purchase price of the business and its size. Besides fixed fees, some brokers also take commissions from their clients. If the transaction is considerably large, the scope of negotiating commission rates with the broker increases.There are various types of brokers engaged in varied services. Some offer merger solutions and others specialize in acquisitions. There are others, who deal in the stock market for providing attractive stock options to the investors. We will, however, discuss the first two categories of brokers in this article, since we
If the candidate scored 12 14 ---- the candidate needs personalized training, coaching and mentoring.
If the candidate scored less than twelve ----- keep them focused on selling success and not on management.
If you don't have an internal candidate that scores at least 15 or higher you need to recruit from outside the comapny.
***************************************************
Consider the following common mistakes and professional sales manager characteristics when interviewing your candidates.
Five Common Mistakes of Sales Management
1. Lack of Structure ---- Policies, procedures and the culture that determines the behavior and success of the sales force. Including:
How accounts and territories are assigned
Systems and procedure on walk in traffic
Compensation & SPIFF design
Confusing communication channel
2. Lack of Strategy ---- Effective documented sales growth strategy aligned with corporate initiatives.
Lack of growth initiatives that include penetration, new account and new product development
Acceptance of status quo without accountability
Excessive compassion and complacency
3. Lack of Sales Effectiveness Process ---- Process is the tendons and the muscles that link structure and strategy together. Process includes:
Targeting, goal setting and action planning
Monthly territory performance discussions
Sales scorecards
Coaching & Mentoring
Effective sales meetings
4. Lack of Formalized Training & Development System
Standards and benchmarks for performance for both outside and inside sales
Training Matrix with required support
5. Wrong People ---- According to statistics less than 25% of top performing sales personnel promoted to Sales Manager are successful. 55% of people earning a living in sales should be
Financial Planners work hard and must know their stuff. Usually they get their start in the industry working for a wire house or stock broker company and learn exactly what they do not like about the business and why. For those who become financial planners no matter which path the take to get their, they know they must assess risk and reward based on the individuals place in life, age and risk adversity. Being a financial planner can be quite rewarding in many ways and sometimes stressful too.There are mandatory audits, reviews and on-going education to stay in compliance and keep up your various licenses. There is also stress in keeping customers happy and dealing with all the incessant paper work from over regulation, which is supposedly in plac
Lack of growth initiatives that include penetration, new account and new product development
Acceptance of status quo without accountability
Excessive compassion and complacency
3. Lack of Sales Effectiveness Process ---- Process is the tendons and the muscles that link structure and strategy together. Process includes:
Targeting, goal setting and action planning
Monthly territory performance discussions
Sales scorecards
Coaching & Mentoring
Effective sales meetings
4. Lack of Formalized Training & Development System
Standards and benchmarks for performance for both outside and inside sales
Training Matrix with required support
5. Wrong People ---- According to statistics less than 25% of top performing sales personnel promoted to Sales Manager are successful. 55% of people earning a living in sales should be doing something else. 25% of people with the ability to sell are selling the wrong things. (Herb Greenberg How To Hire & Develop Top Performers)
Lack of formalized recruitment program
Lack of bench strength
Weak leadership skills
*********************************************************
Characteristics of the Professional Sales Manager
1. Highly Self Motivated
2. Optimistic
3. Excellent Leadership Skills
4. Skilled at Coaching & Mentoring
5. Calculated Risk Taker
6. Listens Well --- 80% of the Time
7. Plans Well
8. Ability to Think Outside the Box Because
9. They Know What Goes on Inside the Box
10. Always Lives Up to Their Commitments
11. Always On Time With Assignments
12. Exceptional Positive Attitude
13. (Does Not Whine or Make Excuses)
14. Excellent Communicator
15. Inspires Excellence in Others
16. Strong Social and Interpersonal Skills
17. Commands a Presence
18. Honesty
19. Integrity
20. Develops Trust and Respect by Showing Trust
and Respect for Employees
21. Embraces Accountability -Self and Sales Personnel
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