by Art Waskey | Jan 12, 2021 | Art of Sales Weekly
Finding Talent
I remember a young man I met 30 years ago. This man had aspirations that I could have easily dismissed, given his background. However, I always tended to look at the dreams of others in a positive way. With an eye toward finding talent within and helping individuals use them to attain success.
Moreover, a book I recently read, Multipliers by Liz Wiseman, reinforced my belief in how important it is to concentrate on each person’s aspirations to maximize their potential. Wiseman discusses how to “release the impossible” in each of us by looking for capabilities and encouraging their development.
Be a talent magnet
Wiseman suggests “Four Practices of the Talent Magnet.” Here are some examples of how I applied them to the young man I met 30 years ago.
- Looking for talent – “Tap into someone’s native genius and unlock the hidden reserves of discretionary effort.” The young man above made some big mistakes and was in federal prison when I met him. I saw someone who was determined to learn from their mistakes. By getting an education, and helping others, they wouldn’t end up in a similar situation to his.
- Find native genius – “What people do easily, they do without conscious effort.” As I spent time with this individual. I found he had tremendous enthusiasm and an unlimited natural flow of energy. I gave him books to read and he devoured them!
- Utilize potential – “Connect people with opportunities.” After finishing his time in prison, I hired this man in a customer service position. He excelled and was promoted. I encouraged him to attend college and served as his reference and advisor.
- Remove blockers – “Provide both the space and resources to yield growth. Get out of their way.” My friend explored career options with more significant challenges and earning potential. He excelled in both his education (he earned a graduate degree), and in his new career.
A successful leader
Lastly, thirty years ago I would not have called myself a “talent magnet,” but today I recognize how I have always acted as one. It has been my privilege to hear the dreams and aspirations of many young people and guide them as they “release the impossible.” A successful leader recognizes the importance of each individual’s aspirations. And the need to find the talents within that enables them to be realized.
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by Sean Newman | Jan 5, 2021 | Art of Sales Weekly
Selling Involves Strategy
Like a good game of chess, selling involves strategy and paying careful attention to all the moving pieces. I worked with a welding and gases distributor’s rep who was promoted from inside to outside sales and then was part of a company reorganization that put him in newly assigned territories, which included 10 well-established accounts. While these events were all positive, they were game changers. He sought my guidance on how to develop a sound sales strategy to deal with his new circumstances.
Maintaining Existing Customers
Here is my recommended 4-step strategy for maintaining and growing established accounts:
- Assess – Talk to the previous account manager to analyze your current position. Find out what his specific sales objectives were. Was he in a purely maintenance mode or aggressively selling? How often did he touch base with the plant supervisor and engineering team? In each account, identify the decision makers who approve deals, the purchasing agents who clear requests, and anyone else who influences buying decisions.
- Plan – Carefully consider the tactical sales plan that is in place when you take over an account. A transition to a new rep is a good time to consider alternative positions. Find out what may have changed in the account. For example, the rep in this scenario learned that one of his major accounts had brought in a manufacturer’s rep and an in-house company specialist to look for improvements in the production processes. These people would influence future purchases and needed to become part of his tactical plan to keep the account viable.
- Devise – Once you have determined what alternative position(s) would best secure your objective, you need to devise an action plan. In the example above, after examining the client’s current fabrication assumptions with the company’s team through a series of intense questions, a few significant efficiencies were discovered that led to a new sales plan.
- Implement – The cost savings of the new plan were dollarized by the rep and presented to the customer’s decision-making team. After completing their internal engineering analysis, the company approved the rep’s action plan and it was implemented.
Knowledge Is Power
The newly minted outside sales account manager in the above scenario successfully used these 4-steps to continually reassess and refine his sales tactics. Knowledge is power and the basis of any good sales strategy. Today, you only win in sales if you know what you and your customers are looking for.
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by Art Waskey | Dec 29, 2020 | Art of Sales Weekly
A client came to me for advice on a sales dilemma. One of his customers was expanding his business and needed to purchase a couple of hundred thousand dollars’ worth of welding and fabricating equipment. In the past, however, this company had been slow to pay and at one time was even on the verge of bankruptcy. My client had already spent many hours resolving financial issues with their CEO. The dilemma — the sales manager’s company needed the sale. Would he be able to make the customer keep to the agreement this time?
Have you found yourself in a similar position? Your intuition tells you that trouble is ahead, but you reason that this time you can make it work.
Intuition comes first
In his book, The Righteous Mind, author and psychologist Jonathan Haidt gives us helpful advice on this type of dilemma. His first principle of moral psychology is that intuition comes first, and strategic reasoning second. Intuition is defined as a thing that one knows or considers likely from instinctive feeling from past experience, rather than from conscious reasoning. To illustrate his first principle, Haidt uses the analogy of a small rider on a big elephant. The elephant is your intuition, and the rider is a “rationalist delusion.” The large intuitive elephant should cause you to slow down and patiently work with others, despite your desire to move at a faster pace.
Keep your reasoning in check
To keep your “reasoning” in check and your intuition at the forefront, be thorough in your project analysis. My advice to the sales manager with the dilemma outlined above was to spend time with his fellow employees who had also dealt with this customer in question. When he did, he was able to get “the rider”, his reasoning, back in line with his intuition. To solve the question of timely payments, the sales manager introduced a third party financial lender to his client, which enabled him to pay in advance. The equipment was installed with one-time training, and the customer paid COD for all future supply requirements.
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by Art Waskey | Dec 22, 2020 | Art of Sales Weekly
Daunted By New Responsibilities
Are you in a new leadership position and feeling the need for some job guidance? As a master coach, I recently worked with a client who found himself promoted to Vice President of the company which had recently acquired his business. As the junior partner in the company he founded, this individual was very comfortable with many facets of management. His new executive responsibilities, however, seemed a bit daunting.
The Qualities of a Master Coach
As people move up the career ladder, and in particular when there is a sudden jump, feeling insecure about the job ahead is common. Guidance from someone more experienced, such as a master coach, can be very useful. Here are some key qualities to look for in a mentor.
Experience – People in their sixties and seventies have a wealth of experience and task-specific knowledge. There are few business problems they haven’t solved and this allows them to coach a client creatively and effectively. For example, when one of my clients recognized the growing demand for dry ice to transport the new COVID-19 vaccine, as a former industrial gas industry executive, I was able to lead him to the right connections for the best equipment and proper training in the use and handling of that substance.
Insight – The right coach is constantly monitoring his student’s progress. He must be able to recognize if his client is not able to process or act upon his instructions, and redirect him if necessary.
Patience –The imparting of new skills requires moving forward in small progressive steps and this requires patience. A meaningful connection between the trainer and apprentice is necessary to make this journey work.
Empathy – As a coach is trying to impart something foreign and unknown to his student, he needs to have empathy. For example, after I demonstrated a new skill to a student, he explained why he preferred his current method. I had to sympathize with him. It is difficult to let go of our tried and true habits. I persisted in encouraging him to give the new technique a try and eventually he recognized the tremendous long-term time savings this new skill afforded him.
Job Guidance
If you are feeling overwhelmed in your new position, ask for the help of someone more experienced. A master coach is there to give you job guidance and improve your ability to lead the team.
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by Art Waskey | Dec 15, 2020 | Art of Sales Weekly
There is bright news on the horizon and companies find themselves gearing up to hire additional staff. As the vaccines for COVID-19 are approved and people are immunized, we look forward to getting back to work on a broader scale.
Hire for Key Personality Characteristics
Employees are the heart and soul of any business and represent a significant investment, so you want to choose carefully. Let’s review some key personality characteristics that you should look for as you add new talent to your workforce.
Culture fit – It is vitally important that any new recruit fits into your company’s culture. Be sure he or she shares your values. The right person is someone who can build trust with clients, engage in healthy conflict, make real commitment, hold people accountable, and focus on the team’s results.
Relationship builder– All employees should have a healthy respect for relationship building. You want a person who operates well within a team and is willing to share the credit of a job well done. Look for an individual who asks good questions, listens to what others are saying, and stays engaged in conversations.
Openness – To be effective as a team, employees must be willing to be open about their business dealings. In his book, The Advantage, Patrick Lencioni described a principle he called Vulnerability-based Trust. “A leadership team must be willing to be completely transparent, honest, and naked with one another.”
Work ethic – You want people with a good work ethic, the types who are always asking for more to do and show interest in learning new things. Self-motivation, diligence, and the ability to take responsibility are important values to look for in an individual.
Talented – While intellectual capacity is important, common sense is a talent even more critical to success. I once worked with an executive who was excited to add a Harvard MBA in Finance to his team. The new hire was indeed intelligent but was unable to translate his academic pedigree into practical ways of getting the job done.
Organized – Be sure your candidate illustrates good organizational skills as these are some of the most important and transferable skills an employee can have. You want your new employee to be a person who can plan, prioritize, and achieve his or her goals.
The Right Hiring Process
As you gear up to expand your team, look for these key personality characteristics in future employees. The right hiring process will result in a strong and loyal team, and will save your company time and money.
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by Art Waskey | Dec 10, 2020 | Art of Sales Weekly
Over 11 million Americans are currently unemployed according to bls.gov, which means many people are struggling to find ways to create new opportunities. Adversity is part of life. Sometimes, it’s trivial and throws you off for only a few weeks. At other times, it’s life-changing. The coronavirus pandemic fits squarely into the latter category and has made it an especially challenging time to be in the job market.
Tips for the job seeker
If you are looking for work, here are some tips I have developed this year on how to best to approach the difficult situation you find yourself in:
- Share your emotions – When you lose a job, it often feels like failure. Many people experience grief, similar to the kind of sorrow you feel with the loss of a loved one. It’s important to share those feelings, preferably with someone who has been through an unexpected job change. You are better able to express your anger, pain, and disappointment to a kindred spirit. Ignoring those emotions can prevent you from moving forward.
- Assess your finances – Finances are a concern for most of us. Be sure to evaluate what you will require monetarily until you find a job. Most people do not have the funds to support a long period of unemployment. Check with your state and federal offices to see if you qualify for unemployment insurance, including special pandemic unemployment assistance.
- Develop a plan – Once you have dealt with the emotional and financial aspects of your situation focus on problem-solving and develop a plan. Consider why you lost the job. Was it just the result of the pandemic or were there other issues at play? Perhaps this is a good time to make a needed career change or find a job that better matches your skill set and passion.
Persevere
Going through adverse situations is tough and the pandemic is testing our strength on so many levels. To get through adversity, you must persevere in your quest to create better opportunities. This resiliency will lead you to a better job. I have found that after a year in new position, most people find they are better off financially and enjoy greater job satisfaction. Stay strong.
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