Sales Leadership Seminar - PowerPoint PPT Presentation

About This Presentation
Title:

Sales Leadership Seminar

Description:

The Big Bubba School of Sales Management Rules Nothing Sacred This is where you come to get answers .. What happen in SMU And remember Meaning of Life What ... – PowerPoint PPT presentation

Number of Views:106
Avg rating:3.0/5.0
Slides: 102
Provided by: tommyteep
Category:

less

Transcript and Presenter's Notes

Title: Sales Leadership Seminar


1
The Big Bubba School of Sales Management
2
Rules
  • Nothing Sacred
  • This is where you come to get answers..
  • What happen in SMU
  • And remember

3
Meaning of Life
4
What is my Job
  • Remember this
  • What you did to get promoted is not what you will
    do in the future
  • To get things done through others.
  • To manage the sale team in such a way that we
    meet and exceed our sales budget and if we
    dont, make up the rest.
  • You need them a lot more than they need you

5
Describe the ideal Sales Manager
6
The Ideal Lamar Sales Manager...
  • ____________
  • ____________
  • ____________
  • ____________
  • ____________

7
Key to Sales Team Success Your Success
  • The ideal Lamar Sales Manager
  • Hire right
  • Train well
  • Set Goals
  • Provide Support
  • Monitor Activity
  • Motivate
  • Evaluate
  • Time Management
  • Aim at something

8
  • Aim at nothing and you are bound to hit it.

9
Hire Right Building the Team
Hire in haste..repent in leisure..
  • To hire right we need to know...
  • Who are we looking for?
  • Where do we find them?
  • What kind of sales experience is preferable?
  • How do we interview them?
  • What are the Red Flags to look for?
  • How do we pop the question and start them out
    right?

10
When do We Start Looking?
  • When?
  • The hiring process takes 30 - 90 days. Just like
    selling outdoor, it requires planning,
    prospecting, and working on a tight time frame.
  • Hiring is a continuous process.
  • Keep the bench warm.
  • They should be in your office now
  • Keep a list of qualified candidates.

11
Who Are We Looking For?
Who?
12
Where Do We Find Them?
  • _______
  • _______
  • _______
  • _______
  • _______
  • _______
  • _______

13
Where Do We Find Them?
  • _______
  • _______
  • _______
  • _______
  • _______
  • _______
  • _______

14
Advertising for the Position
  • How well does this work?
  • What happens when you run an ad?
  • This is not your first step.
  • If you advertise consider the following format

15
Advertising for the Position
  • Lamar Outdoor Advertising (or a Leading Media
    Company) is looking for one salesperson to tell
    our dynamic sales and marketing story to business
    people. To qualify you must be a positive,
    personable, organized, and disciplined self
    starter . You should possess above average
    speaking, computer and writing skills. You will
    work closely with local businesss selling them
    Outdoor Advertising. Previous media sales
    experience is not necessary. In fact..we dont
    care..we will train you at our expense. If you
    are interested in the incredible growth
    opportunities a Lamar Account Executive position
    can offer..send your resume to. Lamar is
    an equal opportunity ..affirmative action employer

16
How to Narrow the Field 10 Steps
  • How do you narrow the field?
  • Screen the resume ..look for.. ?
  • Conduct telephone interviews
  • experience, knowledge and skill
  • their background
  • determine how the candidate handles themselves on
    the phone ( since this is a big part of what we
    do as AEs)
  • Complete Lamar job application form

17
How to Narrow the Field
  • Conduct preliminary personal interviews
  • 5 minute interview
  • Tell them their backgrounds are interesting but
    they dont seem appropriate for a sales job with
    Lamar..listen to their response.
  • Use the general interview.
  • Prepare a business plan
  • If they excel at this point then

18
How to Narrow the Field
  1. Check references
  2. Have candidate ride with one of your best
    AEs
  • Caliper Test
  • Candidate meets with your manager
  • Make a job offer (put in writing as well)
  • Send a thank you note to each finalist.

19
Hiring - Screening Questions
  • What assets do you bring to
  • Is it better to be right or to get what you want
  • Name one area where you definitely need
    improvement
  • What famous person doyo admire most.why
  • What is the golden rule
  • Which grades are more important on a childs
    report card..conduct or academics
  • What is your favorite book..why

20
Whats this mean to you
  • Chance favors the prepared mind
  • People forget how fast you did a job, but they
    remember how well you did it
  • Adversity reveals genius, prosperity conceals it
  • The price of greatness is responsibility

21
  • How long would you wait in the lobby for an appt
    with an important decision maker
  • If you could do anything in the world what would
    you do
  • Describe the adv and disadv of the other media
  • How would you overcome the following objections
  • Too expensive
  • Dont like your company
  • Tried it once ..didnt work

22
Hiring - Screening Questions
  • Tell me about yourself.
  • What are your long term and short term goals?
  • What are you doing now?
  • Why did you choose selling as a career?
  • Why are you looking for a new position?
  • What are you looking for in a sales job?

23
  • What are your prospecting techniques
  • What questions do you ask to gather information
  • Tell me about as many testimonials as you can

24
Hiring - Screening Questions
  • What type of person would you like to work for?
  • Would your previous employer hire you back? Why?
  • What would your boss say about you if I called
    him or her?

25
Hiring - Work History
  • Could you tell me about your work history How
    would you compare the companies you worked for?
  • How did you select the first company you worked
    for?
  • What was the company like? What are you looking
    for in a place where you work?

26
Hiring - Work History
  • What were your responsibilities at your last job?
  • What do you feel were your major accomplishments?
    Why?
  • What areas do you feel you could have been more
    productive?
  • What type of person do you like to work for?

27
Hiring - Work History
  • Describe the best working environment youve
    experienced
  • Tell me about your previous employer - what did
    you like about them / dislike?
  • What was your best boss like? What was your worst
    boss like?
  • How would you compare them?

28
Hiring - Work History
  • What do you consider to be some of your most
    disappointing work experiences?
  • What type of people do you like to work with?
  • Did you ever have a fellow worker or a boss who
    did not function at the level you expected? Tell
    me about it.
  • If they did not live up to your expectations,
    what was or approach?

29
Hiring - Work History
  • What do you think determines a persons progress
    in a good company?
  • How do you feel your career progress has been to
    this point?
  • What are some examples of important types of
    decisions you have been called upon to make or
    problems you had to solve?
  • What do you feel contributed to your
    effectiveness as a salesperson?

30
Hiring - Work History
  • How many hours do you feel a person should spend
    on his or her job?
  • How do you spend your spare time?
  • If you could have changed anything in your last
    job, what would you have changed? Why?
  • If you could bring 2 ideas from your last job to
    Lamar, what 2 ideas would you bring? Why?

31
Hiring - Work History
  • What specific things did you do in your last job
    to improve yourself
  • How are you compensated ?
  • What was your average sale in dollars?
  • What was your biggest professional mistake you
    ever made?
  • What did you learn from the mistake?
  • What do you consider your most important
    accomplishment in your previous job/school

32
Hiring Selling Skills
  • Leave them in the reception area - ask the
    gatekeeper what they thought of the candidate.
    This is a good indicator of what Lamar clients
    will think of your new hire when they are in the
    field
  • How do you decide when to stop working an account
  • What presentation skills do you have? Can you
    give me an example?

33
Hiring Selling Skills
  • What do you feel is the most important aspect of
    the selling process?
  • Where should a sales person invest most of their
    time with a prospect ?
  • Tell about your previous sales training? What did
    you learn? How will that help you here?
  • Client says Ill think it over what do you say?

34
Hiring Selling Skills
  • What is your opinion of success? What plans do
    you have to reach that level?
  • What do you like best about selling?
  • What is the worst aspect of selling?
  • What do you think it takes to be successful in
    sales? In life?
  • What three traits would help you most in this
    job?
  • What were the last 3 sales books you read?

35
Hiring General Questions
  • Who is the person you admire the most? Why?
  • What three adjectives would your friends say best
    describe you?
  • Would people describe you as aggressive, passive,
    or neutral? Why?
  • What do you like best about your personality?
    What would you change?
  • Are you motivatedexamples

36
Hiring General Questions
  • You will always know more about yourself than
    anyone else. Tell me what I should know about
    you?
  • How do you cope with pressure?
  • What are you doing now to improve yourself ?
  • If I spoke to your roommate - what would they say
    are your strongest qualities?
  • Your areas you need to strengthen?

37
Hiring General Questions
  • How are you active in the community
  • How much money would you like to make in this
    sales position?
  • Where do you see yourself in 3 years?
  • What will you be earning in 3 years?
  • If we select you, what specific goals would you
    like to achieve in this career opportunity?
  • What was the most critical feedback you ever got
    how did you react to it

38
Hiring Educational Background
  • Tell me about your educational background
  • Why did you select that school?
  • What was your major? Why?
  • Were you involved in extracurricular activities?
  • Is there anything you would have changed, if you
    could, about your college experience?
  • Ask them to summarize why they are qualified for
    the position.
  • always ask them to call back on a certain day and
    time. This will give you and idea of how
    organized they are.

39
Hiring Red Flags
  • When should you worry?
  • Information does not agree with applicants
    resume
  • Frequent job changes
  • Mostly negative reports about past job
    experiences
  • Inconsistent information about income and salary
    in past employment or unrealistically high or low
    demands for compensation.
  • Look for positive comments about being on a team
    and being a team player.
  • The candidate knows nothing about our company.

40
Hiring Red Flags
  • You should worry if.
  • Watch for signs of ________
  • References are __________________
  • Caliper test reveals candidate would not be a
    good selection for the position of Account
    Executive.
  • If not careful you could end up with

41
Biggest Hiring Mistakes!
  • Hiring the best of a bad bunch
  • Hiring under pressure and making snap judgments.
  • Hiring people we like, including those that dont
    threaten us
  • Not networking, not keeping files, not
    continuously interviewing
  • Not continually upgrading the sale force through
    continuous hiring improvements

42
Biggest Hiring Mistakes!
  • Not using a variety of sources for candidates
  • Not checking references
  • Not asking the right questions during the
    interviewing
  • Talking too much during the interview and not
    letting the candidate talk

43
Start your AE off rightHOW?
44
Their First Daywhat do you do?
  • Prepare their work area
  • Order their business cards, name plate
  • Have an updated account list ready for them the
    first day
  • Schedule companion calls to introduce the new AE
    to advertisers.
  • Have your new AE schedule interview with every
    employee at your plant to learn their jobs.

45
Their First Day?
  • Schedule a lunch with them and one of your
    current AEs on the first day.
  • Meet with them at the end of the day and ask them
    now that they are a part of the team how is Lamar
    different from what they imagined? Do they have
    any questions?
  • Review their Training Calendar
  • Monitor their training

46
Key to Sales Team Success
  • The ideal Lamar Sales Manager
  • Hire right
  • Train well
  • Set Goals
  • Provide Support
  • Monitor Activity
  • Motivate
  • Evaluate

47
Week 1
This is what AEs are Taught
  • HR paperwork
  • Tour facilities meet and greet
  • Teach them to manage their time Mgt Lamar
    Bible

48
Learn how to Manage Time.. The Planner
49
Each morning write down your To Do List
You can only manage what you measure
Record Expenses
50
Schedule Appointments
51
Document
Track phone calls and write them down.
  • First thing in the morning before lunch, after
    lunch and before the end of the day,
    get your messages
  • Write them down
  • Call
  • No excuse not to return a call in 24 hours

52
Week 1
  • How the Plant works
  • Interview each department
  • See attachments

53
Week 1
  • Learn product knowledge
  • Ride with Operations
  • Learn the Inventory
  • Compensation
  • Sales support material / contract paper work
  • Ride with AE
  • Test

54
You can only manage what you measure
55
Week 2
  • Develop a prospect / working list of 100

56
Go to your Planner
  • Mathernes Grocery

List Prospects working 31
57
  • Mathernes Grocery

William Henry
Mike Smith
  • Beth More
  • 700
  • 258 1300
  • 1381 Forest Dr

You can only manage what you measure
Call client and get the name of the Decision
Maker, Owner, Receptionist, person behind the
cash register, etc.
31
58
Week 2
  • Take the prospect list of 100
  • Call suspects
  • Update prospect / working list
  • Write it down (working list)
  • What did they learn to do - FISH?

59
Week 2
  • Ride with AE for a full day
  • Creative ½ day with artist
  • Leasing ½ day
  • Traffic ½ day
  • Study competition
  • Set income goals

60
Plan your annual, monthly, and weekly sale goal
61
Plan your annual, monthly, and weekly sale goal
40.000
22,000
3,600
14,400
.03
480,000
40.000
10.000
62
Week 3
  • Plan their month of sales calls

63
Get the list of existing Accounts
64
  • Mathernes Grocery

William Henry
Mike Smith
  • Beth More
  • 700
  • 258 1300
  • 1381 Forest Dr

Get prospects
65
Present Account Present Account Present Account
9,000
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
Prospect, Prospect
Prospect, Prospect
Prospect, Prospect
Prospect, Prospect
Prospect, Prospect
10,000
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
11,000
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
10,000
Prospect, Prospect
Prospect, Prospect
Prospect, Prospect
Prospect, Prospect
Prospect, Prospect
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
Prospect, Prospect
Prospect, Prospect
Prospect, Prospect
Prospect, Prospect
Prospect, Prospect
10,000
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
Present Account Present Account Present Account
Prospect, Prospect
Prospect, Prospect
10,000
Prospect, Prospect
Prospect, Prospect
Prospect, Prospect
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
Suspect, Suspect
60 accounts
/20 days
3 per day
Present Accounts
FindArticles.com
Prospects
/20 days
2 per day
40 accounts
Suspects
2 per day
66
Week 3
  • Ride with AE 2 days
  • Learn how to, read commission reports, make
    accurate sales projections
  • Work with office manager, collections, contract
    101, order entry, paperwork routing, billing,
    sales reports
  • Test

67
(No Transcript)
68
Week 4
  • Learn how to make Sales calls
  • Make presentation to sale team using the Sales
    Kit
  • Learn how to manage objections and close
  • Learn how to manage their territory

69
Just in case you forgot POGPOP
70
Front
71
Keep good client records
72
Track what is closed so you know where you are
for the month and year to date.
73
Week 4
  • Ride with Sales Mgr
  • Prepare a Sales Proposal
  • Test

74
Week 5
  • Give AE a staggered Sales Budget
  • AE begins working monthly plan
  • Review with AE each morning their plan for the
    day
  • Ride with AE
  • Review with AE each evening the results of their
    calls and coach

75
Key to Sales Team Success
  • The ideal Lamar Sales Manager
  • Hire right
  • Train well
  • Set Goals
  • Provide Support
  • Monitor Activity
  • Motivate
  • Evaluate

76
Remember
  • You cant control anything
  • You can only manage what you can measure

77
How do you set Goals?
  • How do you set AE Sales Budgets?
  • Station Sales Goal xxxxx.xx
  • Less Nat/Reg/House -xxxx.xx
  • Total AE Goal xxxxx.xx
  • Now you have to distribute that goal to the sales
    team.how?

78
How you Set AE Budget Goals
  • Now you have to distribute that goal to the sales
    team.how?
  • Straight line their budgets?
  • Base budget on past performance (use last 90
    days)
  • Let the AE set their own

79
Start with the AEs
  • Tell the AEs they know their territory better
    than anyone
  • Have them create a spreadsheet for 12 months
  • Let them estimate what their sales will be by
    month for posters, bulletins, commercial
  • You may be pleasantly surprised
  • Look at this example

80
One Method


2005 2006
January
February
March
April
May
June
July
August
September
October
November
December  
     
TOTAL
Divide by 11
Add 7  
Multiply by 12  

Take total disperse over the year Take total disperse over the year
In November ask AEs to fill in each month.
81
Key to Sales Team Success
  • The ideal Lamar Sales Manager
  • Hire right
  • Train well
  • Set Goals
  • Provide Support
  • Monitor Activity
  • Motivate
  • Evaluate
  • Time Management

82
Support your Team
if the axe is dull and the edge unsharpened more
strength is needed, but with skill comes
success.
  • Teach them to use the web
  • Make sure they have tools

83
Key to Sales Team Success
  • The ideal Lamar Sales Manager
  • Hire right
  • Train well
  • Set Goals
  • Provide Support
  • Monitor Activity
  • Motivate
  • Evaluate

84
Monitor Activity
where there is no vision the people fail
  • Where do you set the vision and monitor the
    activity?
  • The Staff Meeting
  • The Sales Meeting

85
The Staff Meeting
  • Should this be separate from the Sales Meeting?
  • How do you run a staff meeting?
  • Who should be there?
  • Is there an advantage to having the AEs there?

86
The Staff Meeting
  • Review commercial, production, etc.
  • what was completed last week
  • what is scheduled for this week

87
The Staff Meeting
  • Review creative activity
  • what was complete last week
  • what is scheduled for this week
  • Review office managers aged trial balance and
    collections.

88
The Sales Meeting
  • How do you run one?
  • First and foremost everyone should know daily
    what the score is.
  • Review
  • Renewals
  • Avails
  • The War Room

You can only manage what you measure
89
The War Room
90
The Sales Boardwhat gets measured gets done
91
Key to Sales Team Success
  • The ideal Lamar Sales Manager
  • Hire right
  • Train well
  • Set Goals
  • Provide Support
  • Monitor Activity
  • Motivate
  • Evaluate
  • Time Management

92
Motivation
  • Criticism
  • Spirit de Corp
  • How do you motivate the seasoned rep?
  • How do you motivate someone who was once your
    peer and now you are their boss?
  • How do you motivate / manage someone who does not
    want to follow?

93
Key to Sales Team Success
  • The ideal Lamar Sales Manager
  • Hire right
  • Train well
  • Set Goals
  • Provide Support
  • Monitor Activity
  • Motivate
  • Evaluate

94
De Hiring
  • No surprises
  • Dont burn the boat
  • How many chances should you give them?
  • 3 warning method

95
DeHiring - The 1st Warning
  • Set up the meeting
  • Id like to meet with you to discuss how things
    are going. I would like to evaluate your
    performance and hear what is on your mind
  • Start off with
  • why are we in this situation. You have great
    potentialwhy are you not using it?

96
DeHiring - The 1st Warning
  • Let them talk
  • List all positives
  • List the problems
  • List the specific changes you want to see in the
    next 30 days
  • Set a time to meet again
  • Put it in writing

97
DeHiring - The 2nd Warning
  • Review their progress ( or lack there of)
  • Place them on the performance plan
  • Meet with you every day at 730 and 500 to
    discuss their plan and how they executed their
    plan.
  • Be specific about what you expect to see in the
    next 30 days
  • Put it in writing

98
DeHiring - The 3rd Warning - Its Over
  • First remember - respect for the individual
  • Call Human Resources and get all materials
  • Prepare severance package - this is not the time
    to cut corners - be fair
  • Make a list of everything you need.
  • Office Manager should accompany you
  • Neutral zone
  • say this...

99
DeHiring - The End
  • You are a good person. We no longer feel the job
    is right for you and believe you will be happy
    somewhere else. We want to help you get started
    on your new opportunity.
  • Dont argue, dont defend, just repeat the above
  • When a prospective employer calls..

100
Key to Sales Team Success
  • The ideal Lamar Sales Manager
  • Hire right
  • Train well
  • Set Goals
  • Provide Support
  • Monitor Activity
  • Motivate
  • Evaluate
  • Time Management

101
Leaders are great servants
102
Be a Leader
  • Do the right thing

103
Thank You!
Write a Comment
User Comments (0)
About PowerShow.com