The Center for Sales Strategy Blog

Personality tests are all the rage!

I recently read that 60-70% of Americans today will take a personality test as part of a job application process. Gaining in popularity, personality tests are even used in career planning for those not in the workforce yet as well. Just last week my daughter was given a personality test by a college professor hoping to help his students better understand their potential and how they might match up with a variety of journalism career paths. 

I began my sales career in August 2001. I was young and neon green (kind of like Howie!) with visions of six-figure commission checks dancing through my head. After being on the job for six months or so and closing a few deals, I felt as if I was a master of sales and deserved an established account list that would get me closer to my six-figure goal. I would vent to my friends and family about how everyone else had all the good accounts and how unfair it was that one of the managers carried a list. Hindsight is 20/20; I almost cringe thinking about the impression I left on the many prospects I stalked to land meetings—only to push the latest sales package and talk excessively about how great my organization was and why they should buy its products. Candidly, it wasn’t until I went through a formal sales training program that I understood why I wasn’t being handed a six-figure account list. Although I was closing deals, I wasn’t getting any renewal business. I was selling like the stereotypical used-car salesman.

You’ve seen those pill-box organizers right? When I was visiting my parents this summer, I noticed my dad was using one of these organizers so he wouldn’t forget which medicine to take when. We are all thankful for advanced medicine and the quality of life it affords, but it won't do you any good if you forget to take it.

Imagine if salespeople had a sales-box organizer to help them remember to serve their customers well every day. You can immediately think of the potential in this idea. One of the toughest parts of being in sales is making daily decisions about how to spend your time. You could spend 100% of your time each day handling transactional details and service requests on current accounts, along with moving your best prospects through the sales funnel.

What a great week! There are some great gems from our writers here, and wonderful news from around the web. Read on!

The Center for Sales Strategy Weekly Wrap-Up

• Monday, Steve Marx told us about the trap in focusing on a slow-selling line. It's always, always, always about their needs, not your products.

• Tuesday, Kimberly Alexandre talked about Starbucks, and how they're letting ideas drive campaigns. Notice the trend this week?

We work in an increasingly connected world. We can meet with someone a thousand miles away without ever leaving the comfort of our own office. This cuts down on costs, as well as travel time, but often, distance meetings leave something to be desired. Nothing beats meeting in person, but a great distance meeting can be a close second.

Below are three things you can do to elevate your distance meetings from mediocre to great.

1. Stream Video of Yourself to Make the Meetings More Personal

You started an inbound marketing program a few months ago. You followed all the advice. You even read about what to expect in your first year of inbound marketing. Now... it seems to be working!  People are exchanging their information (email address, title, phone number) for your premium content, just like you heard they would!

Visitors to your website are becoming inbound leads!

Now what do you do?

Here are five things to consider with every inbound lead that comes in.

Ideas are worth more than the media time or space used to distribute them. If you don’t believe me, take a closer look at the development of Starbucks' first branding campaign, recently released by 72andSunny, the agency responsible for the work. The campaign itself includes a mini-documentary-style film shot in 59 different stores, in 28 countries, using 39 local filmmakers and ten local photographers.

This project may be one of the largest in scale for any branding campaign, but where the idea came from is even more important. Starbucks’ branding campaign was sparked by its observation of how Starbucks customers were using social media—specifically the stories they were telling in YouTube videos that were shot inside Starbucks' stores. To watch, click here. Digital media wasn’t simply used to spread an idea, but to source the idea! In any medium and on any platform, it’s the idea that counts, the idea that carries most of the value and generates all the value created with its intended target. Ideas drive campaigns, now more than ever.

Every sales organization has a product or a service—or an entire product line or category—whose revenue they’re not quite happy with. Management then proceeds to focus on it, to direct extra effort to increasing revenue related to that relatively weak item or category. Make sure you mention those widgets to every client and prospect, they’ll advise. Be certain at least one frammus is a part of every proposal, they’ll demand. Tweet to everyone you know about our skyhook service, they’ll request. Management will, of course, start closely measuring all activity and results related to sales of this particular product, publishing and distributing those metrics widely and frequently throughout the organization.

They’ll move the needle. Revenue will tick up, but usually by less than what they hoped, less than what they projected. Reasons for the disappointment are often plenty, but one will remain undiagnosed, and thus it will be repeated again and again.

What a great week in the blog world! There are some great gems from our writers here, and wonderful news from around the web. Read on!

The Center for Sales Strategy Weekly Wrap-Up

• Monday, Mindy Murphy asked if it was possible to have too much work intensity, and gave us reasons why she thinks it is.

• Tuesday, John Henley gave us a great lesson in perspective by writing about outhouses, of all places.

Those who know me well know I adore hunting… for shoes, that is. I absolutely love pursuing the perfect pair of shoes. But I know that finding the right shoes doesn’t “just happen.” It is the result of continuous and constant effort, of skill and dedication. I invest time shopping. I scour fashion magazines and rip out pictures of pairs I like. I look at shoes online and sometimes save them in my “basket.” I prowl and stalk the shoe departments of my favorite stores like a quiet lion might pursue its prey. I admire them from a distance, I court them, I negotiate price, I wait for special deals and eventually, when the time is just right… I go for it and make them mine.

Shoe Shopping is Like Recruitment 

I see a very big difference and a very clear division between shoe “shopping” and shoe “purchasing.” They are two very distinct activities in my mind… one is always happening the other happens occasionally. The same is true for Recruitment and Selection. Most speeches, books, and articles on this subject lump them together, as if “Recruitment-and-Selection” is a single process.  That’s a mistake. They are two very different activities.

Shoe Purchasing is Like Selection

Sales managers who are most effective also think of Recruitment and Selection as separate activities. Recruitment is something they focus on all the time (just like I am shoe-shopping all the time). Selection happens only once in a while, when the manager has a job opening. When they are thought of as one process, not two, both suffer and hiring mistakes follow.