Coaching
for Salespeople
Coaching works best after attending one of my sales training seminars.
I will spend one or more days working with a salesperson making
calls to help with the skill transfer taught in the class, help
them with strategy, scripting or anything else that may be on
their mind. This is their day and I am there to do whatever they
need me to do. This program has received rave reviews simply because
we close business and that is the objective of the program. This
program is well worth the investment. You can read what one of
my clients had to say about this program in one of my testimonal
letters in client comments.
Coaching
Making
Calls
One
on One
Skill Transfer
Vice Presidents of sales and sales managers should welcome this
program with open arms and never feel threatened by my presence.
Coaching for Management
Coaching for management comes in a couple of flavors. I will help
them with strategy, marketing, managing or just brainstorming.
If a company participates in Management Leadership Development,
I will work with the managers on their skill development and become
their mentor to ensure they stay on track throughout the development
process.
Save A Rep
Protect the money you have invested in your non-performing salesperson.
Firing a non-productive salesperson may be the biggest and most
costly mistake you make this year! Believe it or not, the fact
that a salesperson is not performing as expected may not be his
or her fault. Often the tendency is to fire a non-performing salesperson,
which on the surface makes sense, could be the wrong move.
Have you ever seriously considered what it costs you to terminate
a salesperson? If not, consider this... the potential costs of
severance pay, unemployment, litigation and attorney fees, money
to hire a replacement salesperson, headhunter fees, fees for advertising
for the position, training time and expense, pending sales that
fall through the cracks, lost revenue while leaving the territory
open and a number of other possibilities. For example, in the
high technology industry, it can cost a software company thousands
of dollars to go through this process. If you like most of the
things about the salesperson except their performance, you may
be better off keeping the salesperson and do what is necessary
to make him or her productive.
By providing you an independent and unbiased opinion of the salesperson
in question, you will know whether the salesperson is salvageable.
You can decide whether a one or two day program best accomplishes
your objective.
There are 18 key categories that determine a salesperson’s
success, which I will evaluate. At the end of the evaluation,
you will be provided with a complete and detailed summary as well
as an outlined action plan for both the salesperson and the manager.
Based on the findings and recommendation, you can then decide
whether or not it is worth the time, energy and effort to cultivate
the salesperson into a productive salesperson.
This service is a very small investment when compared to the
alternative of firing, rehiring and training. Remember, it isn’t
always the salesperson’s fault they are not performing as
expected.
CASE IN POINT: I once had
a salesperson working for me who was not performing. Other members
of the management team wanted to let him go. I defended him because
I realized the rep wasn’t totally at fault. In this case,
it was the type of territory we had assigned him. He was miscast
for the territory. He wasn’t matched to the job requirement.
We moved him to a different type territory and the following year,
he was the top producer in the office. We were glad he was still
around! There can be a hundred reasons for non-production. This
is only one example.
You may not have this problem today, but you might eventually.
When you find yourself in the position of having to fire a salesperson,
it may be a decision you consider postponing until we talk!
FOR MORE INFORMATION
Call 706-812-8822
