The Center for Sales Strategy Blog

The job of a salesperson is one of the oldest job titles in modern business. It’s also a position that’s constantly changing due to technological innovations such as the Internet and e-commerce. While most changes happen slowly, such as the move away from printed catalogs to e-commerce, it’s only in retrospect that you notice the signs that were missed along the way.  

The most recent threat to a salesperson’s job is automation and the bypassing of salespeople entirely to purchase directly from a company. This trend started some time ago when companies started to put their products online and discontinued sending salespeople door to door or mailing catalogs each year. I can still remember the excitement that my brother and I had the day the Sears and J.C. Penney catalogs were delivered in the mail. We would bookmark pages, circle what we wanted with markers, and talk about it for hours. Things sure have changed, and one of the companies that’s at the leading edge of the innovations is Amazon.

What is the first thing you do when you get a completed assessment on a candidate? You look to see if he or she is recommended or not, right? But what is the second thing you should consider with a recommended candidate? You should think about fit. How will the candidate fit with your organization and with your team?

We hope you've had a great week! It's Friday, and today we're sharing what we've been reading online this week! Here are our "best" from around the web.

1. The Sales Manager’s Guide to Running a Successful Sales Role Play — HubSpot

Adapting the key concepts from a rehearsal-style role play model can help your reps perfect their messaging, reveal how they react under specific circumstances, and give them the opportunity to practice more effective behaviors. Use the following five guidelines to turn sales role playing into a valuable learning tool for internalizing knowledge and adopting new skills and practices.

Supporting a sales team with the proper tools is equally important in every industry. For example, as a sales manager, your job isn’t dissimilar to that of a homebuilder. Only in this case, you’re supplying tools to strengthen the performance of your sales reps, rather than nail guns and paint. And in the end, you’re responsible for setting them up for continued success.

There’s no question about it: Outstanding sales performance begins with outstanding salespeople.

So, how can you help give your salespeople the tools for success?

We hope you've had a great week! It's Friday, and today we're sharing what we've been reading online this week! Here are our "best" from around the web.

1. Navigating the New LinkedIn User Interface [Guide]— Social Media Today

Are you feeling overwhelmed with the new LinkedIn user interface? You may be trying to figure out how to do or access some of the things you're used to on LinkedIn. This article outlines the changes to the new UI so you can become accustomed to what’s changed, what’s lost and what’s still available.

It’s rare to find a salesperson who actually enjoys cold calling. To many, cold calling means hours of talking to gatekeepers, maneuvering through automated phone systems, and rejection. However, there some things a salesperson can do to minimize the pain and maximize the impact of their cold calling efforts. Here are a few ideas to help warm up the cold call.    

Twenty seconds may not sound like much time at all, but consider this: a hummingbird beats its wings at an average of 53 times per seconds. This means that a 20-second period is just enough time for a hummingbird to beat its wings an incredible 1,060 times.

It’s also enough time for a new lead to decide whether they’re going to listen to you or not. First impressions in business can be ruthless. This is understandable, as no decision-maker has the time to waste on an unwanted sales call, read a spam email, or even organize a meeting with someone they don’t trust.

We call this the critical window of opportunity. The first 20 seconds of meeting a new lead is your one chance to make a lasting, positive impression, so what do you do?

You made the perfect hire, one who is talented and eager to learn. He or she had a great first day. Now what? How do you turn that potential talent into a real-life superstar?

Just like the first day, your new hire’s first 90 days need to be planned out. Before the employee starts, you need to have a set plan of how to acclimate the new hire to your company, your team, and your style. In other words, onboarding. The most successful companies have a general onboarding path to follow that includes not just filling out paperwork and getting the grand tour, but a roadmap for training, available mentors, and lots of hands-on advice from managers. Statistics tell us that organizations with a standardized onboarding process have 54% greater new hire productivity and 50% greater new hire retention. Managers' job satisfaction increases 20% when their employees have formal onboarding training.

Not a bad return on investment for thinking ahead. So, how can set your onboarding apart?