WEBINAR: How to Build & Develop a Highly Productive Results-driven Sales Team

Toll-Free: 877.659.7313 | Dallas: 214.509.6712 | Chicago: 630.688.4732

info@salesintegrity.com | www.salesintegrity.com | www.mycoachsite.com

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What You Will Learn Today

Throughout this webinar you will learn valuable insights specifically on these topics:

1. 3 Decisions You Must Make Prior to Interviewing Sales Candidates

2. 3 Absolute “Must Do’s” Prior to Hiring Sales Professionals

3. 3 Reasons Why Sales Professionals Struggle to Achieve Their Sales & Income Goals

4. 6 Core Competencies Top Sales Achievers Apply to Consistently Outperform Common Sales Professionals

5. How to Determine Aggressive Yet Attainable Sales Metrics Each Sales Performer Can Realistically Achieve

6. How to Ramp Up New Sales Hires Faster Than You Currently Do

7. How to Apply the #1 Strategy for Consistently Getting More Out of Each Individual Sales Performer

Pulling It All Together:

How to Build & Develop a Highly Productive Results-driven Sales Team

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3 Decisions You Must Make Prior to Interviewing Sales Candidates

Before you even begin searching for and interviewing sales candidates to fill your open positions you must make 3 decisions:

1. Your sales model for your sales operation and overall go-to-market strategy.Your sales model helps determine your go-to-market strategy. Do you have an inbound lead strategy that includes marketing, PR, social media that funnels leads to your sales team? Or is your sales team expected to generate all leads themselves? Do you have a Channel Partner or Reseller strategy or will you only sell direct? Is there a need for Account Managers or do your outbound sales reps handle all facets of selling (i.e. lead gen, hunting, farming, etc.)?

2. The profile of the ideal sales professional for each role within that model.Once your model is set then you will know what roles fit into that model (i.e. Inside Sales, Sales Support/Engineers, Outside Sales, Account Managers, Sales Managers, Channel Manager, etc.). This will help you clearly define responsibilities for each role once you know the roles. You can then match this new “org chart” and role responsibilities against your existing sales team to determine if your current team members are a fit for the positions they fill or need to possibly be transitioned to another role (or out of the company). This will also help you understand how many open positions you need to fill.

3. The realistic compensation plan associated to each role within that model.After you know your sales model and the roles within that model you can then begin assessing your current compensation plans against industry standards for each role. It is important to do this research to create the right compensation plan instead of arbitrarily creating a compensation plan for each role and then trying to recruit, interview and hire candidates. It can be an incredible waste of time going through the recruiting process only to lose candidates within that process once they find out what the comp plan looks like if it doesn’t match up to what’s available in the market for similar roles at competitors.

“Think ahead. Don’t let day-to-day operations drive out planning.” –Donald Rumsfeld

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3 Absolute “Must Do’s” Prior to Hiring Sales Professionals

You have begun your search. You have found some candidates you want to hire. Before you hire them, you absolutely must do this:

1. Connect with them on LinkedIn and review their existing network. You are looking for both the quality and quantity of their network. Quality is determined by the types of individuals they are connected to as 1st degree connections. Having a low quantity doesn’t mean they are not well connected. It does mean their network isn’t as “actionable” as those with larger networks and that they are not as informed as to the happenings of those in their network. You can also see who you might have in common. Ask the candidate how well they know the common connection then reach out to that common connection to inquire about the candidate. That is better than a reference provided directly by the candidate. You typically get more truthful feedback.

2. Validate that they are who they say they are during their interview. Have them provide you with a copy of their W2 for the last 3 years. Candidates can mislead, misdirect and sell themselves re: perceived income/earnings. W2’s don’t lie.

3. Have them create then present their 90-day “ramp up” plan. This will help you determine how they would ramp up if you didn’t provide them with a formal ramp up plan. It also provides you a wonderful look inside their mentality and style of thinking and communicating. From this you can determine how experienced they really are – it’s a validation point. You can also determine how organized, driven and self-reliant the candidate is versus how much hand-holding, guidance and support they might need.

“The man of science has learned to believe in justification, not by faith, but by verification.” –Thomas Huxley (English biologist from the 1800’s)

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3 Reasons Why Sales Professionals Struggle to Achieve Their Sales & Income Goals

Sales Integrity was founded in 2004. In 2009 we completed a 5-year study across all of the sales forces we managed and coached to determine the answer to two questions:

1. What holds the “common” sales professional back from consistently achieving their sales and income goals?

2. What makes the “best of the best” sales professionals consistently outperform their peers by such a large margin?

What we found was both astoundingly simple for why common sales professionals struggle yet more complex for what makes the best sales professionals outperform their peers:

A) There are typically three reasons why sales professionals do not achieve their sales and income goals:

3. Not Prepared – not positioning themselves for success prior to entering key selling scenarios (i.e. fly by the seat of their pants)

4. Not Organized – not employing a systematic approach to the way they operate (i.e. typically “wing it” on a daily/weekly basis)

5. Not Productive – feeling overwhelmed through lack of preparation and lack of organization (i.e. they mismanage their time)

B) There are 6 core competencies the best sales professionals (Sales Achievers) learn, develop and apply consistently to outperform their peers and achieve/exceed their goals:

6. Preparation – They are supremely confident through careful planning to ensure they will achieve their sales and income goals.

7. Organization – Because they are prepared they are more organized in the way they manage time and operate on a daily basis.

8. Productivity – They consistently apply the 6 “T’s” of Sales Achievement to productively refine and improve their plan.

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6 Core Competencies Top Sales Achievers Apply to Consistently Outperform Common Sales Professionals

Quarterly Sales Plan

[Who?]

Target Market

[Where?]

Territory Management

[Why?]

Tangible Benefits

[What?]

Talk Tracks

[How?]

Tactical Planning

[When?]

Tempo Management

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Sales Metrics & Ramping Up New Hires

How to Determine Aggressive Yet Attainable Sales Metrics Each Sales Performer Can Realistically Achieve

&How to Ramp Up New Sales Hires Faster Than You

Currently Do

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Sales Performance Matrix

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KEY ELEMENTS DESCRIPTION KEY TOPICS TEMPLATES & TOOLS FREQUENCY

ORIENTATION Getting new sales hires out of the gates fast with a formal orientation training program.

Company Orientation Products/Services Training Sales Process Training

HR Materials Training Presentations All Applicable Sales Tools Sales Orientation Manual

Day 1 and Week 1 of New Hire Start Dates

ONBOARDING Getting new sales hires to ramp up faster than they normally would on their own through an onboarding program.

30-60-90 Day Ramp Up Formal Checkpoints Role Playing / Shadowing Expected Metrics vs.

Activity & Results

Sales Ramp Up Plan 90 Day Schedule Checkpoint Meeting

Agendas

First 90 Days of Employment for New Hires

METRICS Identifying and communicating key performance metrics.

Sales Performance Indicators

Key Performance Metrics

Quarterly Sales Plan Sales Quotas & Targets Sales Performance Reports

Annual Review Quarterly Updates Weekly Monitoring

MONITORING Monitoring sales team performance on a consistent basis.

Measuring Weekly Progress vs. Results

1:1 & Team Meetings

Weekly 1:1 Meeting Agenda Team Meeting Agendas Quarterly & Annual Reviews

Annual Review Quarterly Updates Weekly Monitoring

TRAINING Incorporating ongoing training programs to instill a learning culture.

Product/Services Training Skills Development Team Building

Menu of Training Topics Training Programs Team Building Exercises

Quarterly Review Quarterly Updates Monthly Monitoring

COACHING Implementing a corporate sales coaching program to increase sales faster and reinforce best practices execution.

Personal Development Overcoming Challenges Goals Attainment Training Reinforcement

Sales Coaching Framework™

Sales Achievement Framework™

Personal Coaching Sessions

Monthly Review Weekly Updates Weekly Monitoring

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How to Apply the #1 Strategy for Consistently Getting More Out of Each Individual Sales Performer

Gartner Research

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Sales Coaching Data

See Attached Data Sheet Titled:

HANDOUT #1: “The Benefits & Value of Coaching”

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Pulling it All Together: How to Build & Develop a Highly Productive Results-driven Sales Team

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Sales Talent Sales Performance Sales Management

Recruiting Ramping Performing Producing Measuring Monitoring

SourcingInterviewing

Hiring

OrientationOnboardingEvaluating

PreparationOrganizationProductivity

ProspectingPipelineClosing

SPI’sKPM’s

Forecasting

CRM SystemSales PortalDashboards

Sales Recruiting Sales Coaching Coaching

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