Written by Hamish Knox; President of Sandler in Calgary, Canada
Creating accountable, sales focused organizations in Calgary
Too often, especially when the economy slows, sales leaders hear, “boss, I’d sell more if only you would…” from their team.
These “if onlys” tend to fall into three categories – more, better and/or different – of either “stuff” or “support.”
If onlys under “stuff” sound like, “more new products,” “better brochures” (or for a more modern take “videos”), or “different pricing models.”
If onlys under “support” sound like, “more help from Operations to prepare proposals,” “better leads from you,” or “different requirements for entering data into our CRM.”
When you get a request like the above from a member of your team it is a big RED flag that that team member isn’t a good fit for your team.
That’s because winners don’t make excuses for why they aren’t performing and definitely don’t try to manage the problem up to their leader’s plate.
When (it will be when) one of your team brings you a version of “if only” recognize that they are playing a version of the game “if it weren’t for you,” which is described in Games People Play. What the “if only” really means is “if it weren’t for you <making me fill in CRM / stick to premium pricing / not investing in a new website> I would be selling more.”
As with the games prospects play with salespeople, ending the “if only” game with your team member is simple, but not easy.
Simple because you only need one question, but not easy because you as their leader need to be emotionally unattached from their response because that response could signal the beginning of the end of your relationship.
The one question is “let’s pretend,” but it has two versions. The version you will use will depend on how you feel about your team member’s request. For this scene your team member asked for updated product pages on your website.
- Version 1, agreement – “Thanks for asking. Let’s pretend we did update the product pages on our website and your sales don’t increase. What would you expect me to do then?”
- Version 2, denial – “Thanks for asking. Let’s say that updates to the product pages on our website are at least two years out. What will you do to?”
In either case you leverage David Sandler’s rule, “the only person qualified to handle a stall or objection is your prospect” by putting the pressure to answer back on your team member.
Both versions might feel quite direct. That’s fair. Ask yourself when you would like to know that a team member likely won’t work out so you can plan for and find their replacement.
If one of your team does bring up updating product pages, getting more help from Operations with proposals or a flexible pricing model that doesn’t necessarily mean they are making excuses. Remember another of Sandler’s rules, “if you don’t know or don’t understand ASK.”
Your prospects buy your products at your price for a reason. Equip your people with those reasons so they don’t waste time coming up with “if onlys.”
Until next time… go lead.
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Upcoming Workshop:
Building a High Performance Sales Culture
Align your people, processes and sales culture to consistently achieve maximum results.
WONDERING HOW TO CONSISTENTLY HIRE SUPERSTARS?
Thursday September 7, 2017 from 11:30AM-2:30PM
Click to register online or register by phone on 403-457-1507.
Successfully filling an open position requires the skill to develop an accurate job profile and identify the skills, habits, attitude, and other abilities required to effectively and efficiently carry out the functions of the position.
Workshop facilitated by Hamish Knox of Sandler Training and Lynee Miller of the Devine Group.
Investment includes – 3 hour workshop, Playbook for recruiting, hiring and onboarding A-players, lunch and a copy of “Winning from Failing – Build and Lead a Corporate Learning Culture for High Performance” by Sandler Trainer, Josh Seibert.
Are you:
- A Chief Executive, Owner or President who seeks sustainable top and bottom line growth for your business?
- Do you wonder how to build a team with the right attitudes and behaviors to succeed?
- Seeking to hire the right people?
You’ll Leave With:
- A playbook for hiring, recruiting and onboarding employees.
- A roadmap to properly manage, supervise and motivate your people for growth.
- Coaching plans to improve individual and team performance.
- An easy and efficient process for identifying key competencies that are aligned to company performance.
Attract, Retain and Train High Quality Employees
Click to register online or call (403) 457-1507 to register by phone.
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