The Center for Sales Strategy Blog

If you have ever coached a seller who struggled to adapt to changing situations and circumstances and just kept doing the same thing over and over because they’ve always done it that way, you likely understand the importance of hiring people with adaptability.

It can make or break a salesperson’s success.

An adaptable salesperson has the ability to adjust and thrive in various situations and environments, making them a valuable asset to any sales team.

Customer service isn't just about the initial sale; it's an ongoing relationship. Building trust and loyalty requires consistent and exceptional service, even after the purchase is complete.

While closing the deal might seem like the finish line, the race for long-term customer satisfaction is just getting started. A well-executed post-sale strategy is essential for nurturing relationships, securing repeat business, and driving referrals.

Opportunities for growth, learning, and recognition are crucial to long-term success, whether for front-line employees or managers.

The infographic below from the 2024 Talent Magazine reveals that the need for better development strategies is more urgent than ever.

If you’ve seen Moneyball, you know that Billy Beane, the GM of the Oakland A’s, didn’t just play the game—he changed the game.

It’s not just a great underdog story; it’s a masterclass in using data to build a winning team, even when the odds (and budget) are stacked against you.

Beane’s approach? Simple: find undervalued talent, tap into their potential, and use data to outsmart the competition.

But what does Moneyball have to do with hiring and coaching salespeople?

Everything.

Having a talented team of salespeople is vital to driving growth and increasing revenue. While hiring top sales talent is essential, finding leaders with a natural ability to coach and develop them in the sales process can take your team to the next level.

These natural sales coaches possess a unique set of talents and skills that can inspire, motivate, and guide people to success. But how can you identify these hidden gems during the hiring process?

This week, I was reviewing a potential new hire with a client who is really struggling with finding talent to fill several open seats across her sales teams. As we reviewed the candidate, it was clear that the innate talent just wasn’t there for success in the role. Although the company had tried many different things to attract potential employees, nothing seemed to be working. 

I asked her how full the talent bank was, and she said, "Running on empty." 

We discussed the strategy of thinking about recruiting just like sales prospecting, something that must be done constantly, with dedicated time each week to build a pipeline of talent for current and future roles.

Effective prospecting is the backbone of sales success, yet finding candidates with the right skills can be challenging.

Sales professionals need a unique blend of persistence, creativity, and communication to excel in prospecting. Companies can better evaluate these abilities by focusing on key indicators during the hiring process.

Here, we'll guide you through the steps to identify strong prospecting skills in potential hires, ensuring you select the best candidates to drive your business forward.

In sales, there are only two kinds of customers: the ones you know other salespeople are trying to steal... and those you don’t know other salespeople are trying to steal!

You should treat all accounts as if someone else is trying to win them over and take your lead. So, what are some steps you can take toward Key Account retention?

The 2024 Talent Magazine dropped a bombshell on the state of workplace engagement, and spoiler alert—it's not pretty.

From burned-out bosses to a workforce on the brink of a mass exodus, these numbers are a wake-up call for anyone with a stake in the corporate game.

You're a closer! It's what you do...close deals.

You know, that sweet moment when the handshake seals the deal, and you walk away knowing you’ve added another win to the board.

But what if I told you that you could boost your closing ratio with just a small tweak to your proposals? It’s not rocket science—just a simple addition that can make a world of difference. I’m talking about adding a section called “Measures of Success.”

A successful sales organization requires more than just talented individuals.

It demands a cohesive team where each member's development aligns with the company's overall sales strategy. This alignment is crucial for driving performance, fostering a positive company culture, and achieving long-term success.

B2B sales can sometimes feel like a never-ending marathon, especially when those sales cycles stretch on and on.

As a CRO or sales manager, your job isn't just about closing deals—it's about keeping your team's spirits high through the inevitable ups and downs and understanding what is closed lost and simply something that is taking time to move through the prospect's processes.   

The first step is to ask questions early and often in the sales process; here are some great ones.

The ability to prospect effectively can make or break a team's success. It's the lifeblood of the sales process, the crucial first step that fills the pipeline and drives revenue growth.

But here's the challenge—identifying candidates who excel at prospecting is no easy task. It requires a keen eye, the right assessment tools, and a deep understanding of what makes a great prospector tick.

Think about it—how often have you hired a salesperson with a stellar resume and charismatic interview presence, only to find they struggle to generate new leads?

The cost of a bad hire in sales can be staggering, not just in terms of lost revenue but also wasted time and resources.

One of the most common debates in sales is how to best measure performance and other sales indicators.

While some organizations prefer process-oriented KPIs, others have an outcome-oriented bias. Both ends of the spectrum are invaluable for powering your sales, but when it comes to prioritizing inputs vs. output, the “i’s” have it.

Every business needs a skilled sales team to generate a positive ROI, but on-the-job performance is rarely the product of training alone. In fact, a marketing novice could keep up with an unengaged expert provided they use the right motivation and productivity strategies.

However, it’s much harder to motivate staff than it is to train them. There’s no one-size-fits-all approach to motivational tactics, as every employee is unique and requires wildly different incentives to sell. Understanding these differences will allow you to use your talent effectively.

In this Quick Take episode, we’re breaking down how to keep your sales team happy and productive.

You’ll not only learn why employee happiness and productivity go hand-in-hand but also actionable ways to increase morale and sales numbers at the same time.