Every fourth summer, a great many of us spend much more time watching TV than we did the previous three summers. It’s the Olympics, of course, and our eyes are drawn to the tube by the incredible athletic talent on display. But do we realize just how important, how determinative, that talent is?

Serving up the ideal sales person for your team to increase sales performance is much like creating the ultimate masterpiece in the kitchen. Like a culinary chef, you must know the significance of each ingredient you are using, meticulously measure each one, and mix them together perfectly to prepare dishes that meet everyone’s needs. If one significant ingredient is missing, it can destroy the entire meal and leave everyone wanting more. Hiring sales people and coaching them is much like preparing your favorite dish.
One of the industry newsletters I subscribe to comes from FICO (Fair Isaac Corporation), whose work is centered on lending and banking analytics. A recent issue warned against operational negation. That is, behavioral contradictions which can send the customer conflicting signals.
Whether you’re just getting started, or you’ve been involved with your organization’s
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I recently talked with a person in senior leadership who told me his company hired a salesperson six months ago who took an $80,000 pay cut to come to work for them. She left an obviously lucrative sales job in a bigger company because, despite her level of achievement and huge revenue contribution, she felt no appreciation for her accomplishments and, was being forced into a rigid sales structure totally foreign to what made her successful.
Even the best sellers have some level of call reluctance—the fear of having a conversation with a new business prospect or an existing client. Call reluctance can occur in the following situations:
