The Center for Sales Strategy Blog

Over the last few years, company culture has been a hot topic in corporate America. Companies geared towards Millennials tout game rooms and espresso machines, and most companies are having serious discussions about how to create the right atmosphere. Ask any manager trying to recruit talent, and they will tell you that culture matters. A few bad reviews on an employment website, and talent will look right past your company for one with a “great culture.” So how do you create the right culture to attract top talent? And more importantly, how do you get your current employees, and most importantly, your leaders, to buy into that culture?

- MOTIVATION -

"WANTING SOMETHING IS NOT ENOUGH. YOU MUST HUNGER FOR IT. YOUR MOTIVATION MUST BE ABSOLUTELY COMPELLING IN ORDER TO OVERCOME THE OBSTACLES THAT WILL INVARIABLY COME YOUR WAY."

-LES BROWN

- AROUND THE WEB -

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7 Critical Questions to Ask Yourself BEFORE a New Sales Hire — Sales Hacker

Some say that the holy grail of sales is consistent and predictable revenue. Many are on this seemingly never-ending quest, but find it both elusive and always just out of reach. A strategic sales process is the only thing that will help you reach your goals.

Once you present a solution to a prospective buyer or client, two things happen. It becomes either Close Won or Close Lost. Close Won is obviously the ideal or desired scenario, but what happens when your pending deal is Close Lost? Is ALL lost? Maybe not. 

Ask yourself these three questions to determine if you can change a Close Lost scenario into a Close Won: 

World-class managers know that adding a sales superstar to the team is a great way to improve sales performance. They also know landing a superstar seller involves a recruitment process just like it does for a top-performing college football team (go figure, teams like Alabama and Clemson win national championships after they compile great recruiting classes).

Superstar sellers know they are good and should be treated accordingly.

As part of your recruitment process, it is important to know—and effectively communicate—your Employment Value Proposition (EVP). 

"Silence is golden"—usually this is said right after your children leave the room and you finally have a moment of peace.

- MOTIVATION -

"SETTING GOALS IS THE FIRST STEP IN TURNING THE INVISIBLE INTO THE VISIBLE"

-TONY ROBBINS

- AROUND THE WEB -

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Simple Lead Qualifying Hacks [VIDEO] — LeadG2

EDITOR’S NOTE: This post is by the late Steve Marx, and was written and published in 2015. To keep it current, we’ve updated the content to be relevant, but preserved the knowledge that Steve shared.

There are countless lists of what the most successful salespeople actually do. It’s time for a list of what they don’t do.

Let’s call it "The Un-Checklist"—the list you review when no one is looking over your shoulder (so you can be entirely honest), and where you hope that your honesty doesn’t force you to check off any of the items.

Get out your pen, ink, or virtual notes. I hope you won’t need to use them.

Sales enablement. Is it a buzzword or just a misunderstood word?

DEFINITION OF SALES ENABLEMENT: Sales Enablement encompasses the technology, strategy, processes, and content that empower sales teams to sell smarter and faster. It’s about providing salespeople with what they need in order to successfully and strategically engage the buyer throughout the buying process. 

Sales enablement. Why wouldn't you want it?

Great salespeople always want to improve. Show them that you are more than someone that manages and holds them accountable. Be a coach by helping them develop their skills on sales calls so that they can continually strive to do better and be even more successful.

Schedule in-field meetings that are focused on how you can help your salesperson perform better on face-to-face calls.