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Move Over Marketing Here Comes Sales Strategy!

February 9, 2012 in Marketing, Sales Leadership, Sales Planning, Sales Strategy, Success

The pundits (including Barrett) are always reminding sales executives of the need to plan.  However, a major miscalculation made by many organisations is viewing their sales operations as purely tactical functions. The result – at best, sales plans become little more than operational imperatives bumping along one quarter to the next with no strategic intent.

More and more, the high cost of selling, longer lead times and the multitude of choice that customers have – coupled with rampant (and often aggressive and diversifying) competition, diminishing product differentiation and the subsequent prices wars – is taking its toll on businesses.  Not only are salespeople being pressured to produce more sales revenue, at better margins, with less resources, but corporate return on sales effort isn’t what it used to be!

Master Servant

Master and Servant

So, what has been inhibiting sales from being truly strategic? One major answer is that the Sales Operations of business and its sales planning is often relegated to a tactical level becoming the poor servant of the Marketing Strategy, rather than being Strategic Player in its own right.

So What Has Gone Wrong?

Dr. Peter Finkelstein, Barrett’s Head of Sales Strategy, points out that in the late 1950′s marketing started its encroachment on the traditional role of sales – i.e. managing customer expectations. The theory then was that marketing was closest to the buyer, understood what buyers wanted better than sales, and could therefore give the company direction regarding the products and services it should make to satisfy buyer needs.

For decades the “mission” imposed on sales by marketing has been to sell the company’s products and services. Customer concerns, relationships, pre- and post-sales service, as important as these are, were merely tools and techniques used to achieve the sale. Few salespeople were viewed as being responsible for, or even capable of helping customers integrate their purchase and optimise real value. Sales was then (and still is today) seldom included in resourcing or crafting solutions, even though sales is the primary link between buyer and seller, and salespeople probably know more about the buyer’s requirements than any other member of the value chain.

Dr. Peter Finkelstein explains that sales, rather than being driven on a tactical (day-to-day) basis as an element of the marketing mix, should be viewed as an independent Primary Activity in the value chain, with its own, unique support structure and mission.

The failure on the part of sales leaders to develop their own sales strategies is rooted in both the one dimensional view of selling as a tactical activity and a degree of myopia in understanding the true role of sales, in the organisation’s value chain.

Change from 4P to SIVA
Change from 4P to SIVA

Selling is not merely a channel for marketing to reach its target! It is a primary activity that seeks out, creates and then harvests business opportunities offering fair value as an exchange! In reality, marketing (if it is to be truly effective) should be supporting the sales effort, rather than the other way around. In strategic selling terms the old supply-driven 4Ps of marketing (product, price, place & promotion) and has been replaced with a more customer-centric model – SIVA (Solutions, Information, Value and Access).

Dr. Peter Finkelstein cites that S.I.V.A. is a functional, customer-driven model that encourages sales to take a strategic view of the segments within the markets it targets. S.I.V.A. recognises that sales has a strategic role to play in sustainable competitive advantage. The S.I.V.A. model provides a demand/customer-centric alternative to the well-known, supply-side model of the 4P’s (product, price, place, promotion) of marketing, and clearly defines a more strategic role for sales – something that the 4P’s model has failed to do!

Companies in today’s customer-driven economy survive by producing goods that buyers are willing and able to pay for. Consequently, ascertaining buyer demand is vital for future viability and even existence as an on-going concern. But merely starting and ending the value chain with a customer focus and ignoring the middle portion (sales, logistics and operations) does only half the job.

In the Sales-Driven approach, consumer wants and needs are the drivers of all strategic selling decisions. No strategy is pursued until it passes the test of consumer acceptance. Every aspect of a sales segment offering, including the nature of the product itself, is driven by the needs of potential buyers. The starting point is always the buyer. The rationale for this approach is that there is no point spending funds developing products that people won’t buy.

For 40+ years Dr. Peter Finkelstein has worked with thousands of business around the world helping them develop and implement their sales strategies and achieve business transformation.  This has given him firsthand experience of the challenges many industries and markets face, especially now that the world of business is changing so dramatically.  He points out that the historically lopsided view of selling, as part of the marketing mix, has in many companies, become “conventional wisdom”.

growth through working as peers

growth through working as peers

This “conventional wisdom” is now a distinct danger to many organisations because it is not, in itself, helping them navigate their way successfully into the 21st Century.  Dr. Peter Finkelstein says that what organisations need to do is to unshackle their sales operations from the underbelly of marketing and stand next to marketing as peers.  He says that Sales Operations need to turn reactive tactical sales planning into proactive strategic sales thinking driving sales strategies which, in turn, allows organisations and their respective sales teams develop a sustainable competitive advantage and increase opportunities for incremental sales success and enhanced profit improvement.

It’s time for Sales Strategy.

Remember everybody lives by selling something.

Author: Sue Barrett, MD of www.barrett.com.au

Turning Underperformers Into Sales Winners

February 3, 2012 in Clarity, Coaching, Sales Coaching, Sales Leadership, Sales Management, Sales Results, Sales Training

Underperforming sales people plague sales managers and organisations in every industry sector. Over the decades business leaders have adopted an assortment of tactics to combat and address this issue, with most showing little in return. Some large businesses have a policy to let go of the bottom 10-20% of sales performers each year and replenish with new sales blood. Other organisations are too slow to address the real issues affecting poor sales performance often tolerating incompetence. Neither strategy is useful, leaving people operating in a climate of fear or mediocrity.

However, the majority of sales managers do try their best to improve underperformers’ results, often spending 80 per cent of their time with this bottom 20 per cent. There are occasional miracles and much heart ache and this isn’t due to the underperformers, it’s mostly that the sales managers simply aren’t equipped for the job.  So where do we start? How do we turn around underperformers and create a healthy, well performing sales force without neglecting the other sales people who also deserve our attention?

Many of us want to see the potential in others and give them a go.  Is this wishful thinking on our part? Possibly. But, hiring doesn’t have room for wishful thinking. We need to hire for results not potential.

Sales Strategy

Sales Strategy

The preventative path to eliminating underperformers from being an issue begins with our sales strategy which determines the type of sales force that best suits our business, our markets and our customers.  A well developed sales strategy helps us properly define the type of sales people we need; consultative sales people, new business development managers, account managers, internal sales people or a blend of all.   Rather than wishful thinking we need to be discerning about the qualities and competencies we need to recruit to.  What knowledge, skill and mindset do we need to fulfil the requirements of the various sales roles? Hiring people to these standards is a preventive approach to the issue of underperformance.

Another preventative measure following the hiring stage is to put in place a structured induction program which educates and trains our sales people in the following:

  • Sales processes: sales planning, prospecting, sales communication, account management
  • Knowledge: company story, product, pricing, customers & markets, competitors, message and marketing plans, business acumen, etc.
  • Operations: technology, CRM, OH&S, distribution.
  • Culture: vision, purpose, company values, code of conduct, customer service ethic, etc.
  • Goals: company, team & individual goals

Zappos, the famous online shoe sales business, actually pays people $2,000 to leave the business after their induction program if they do not think they can deliver the Zappos promise.

Following a good induction program (usually over a period of 2- 6 weeks) sales people perform much better if they then get regular coaching support out in the field (tactical or deal based sales coaching) and in more formal settings where strategic coaching (with a longer term focus) can take place.  This would be supplemented with relevant training in core areas, as well as purposeful sales meetings and planning sessions.

one on one coaching

one on one coaching

So now we need to wonder how many sales people have been given an induction program supplemented by ongoing sales coaching and training that has covered the areas sited above in detail to give them the best chance at a good start?  Sadly most sales people receive no induction or follow up coaching and training.  Instead they are often thrown in the deep end expected to sell from day one trying to learn as they go by watching what other people do and working it out for themselves.  No wonder we end up with pool of underperformers struggling to stay afloat.

If salespeople don’t receive a proper induction to the business and its sales approach how can one expect  to turn underperformers into sales winners?  It all begins with us – the sales managers, leaders and business owners.  Have we set up the right environment?  Do we:

  • Encourage open, constructive communication between ourselves and our employees.
  • Provide feedback on how people are doing on the job.
  • Allow for mutual understanding (between manager and employee) of each employee’s job responsibilities and performance expectations.
  • Facilitate identification of individual capabilities, strengths and areas for development.
  • Identify factors negatively affecting employee performance (e.g. work environment, job design, organisational policies and practices, personal issues, external factors, etc) so that action can be taken to alleviate them.
  • Use a structured and documented process that encourages objective evaluation and fair treatment.
  • Assist in the achievement of strategic goals.
  • Provide a consistent way of setting goals, monitoring performance and formally reviewing performance.
  • Create an environment for self-managing for proactive individuals.

Any individual will not be motivated to perform to a high standard if they are not supported and encouraged.  This performance depends on a number of factors. Of greatest significance, however, are those factors that can be incorporated into the equation:

Performance = Capability + Role Clarity

Role Clarity

Role Clarity

Role clarity includes providing clear guidelines regarding responsibilities and targets to be sure they can be held accountable.

Capability can tie into intelligence, preferences and cultural fit.   It is important to understand our team member’s preferences and values and how they may be similar or dissimilar to ours and the organisations.

Experts believe that at least 50 per cent of performance problems in business occur because of a lack of feedback. Managers simply don’t make the time to talk and listen to their people and find out how they are going. Sales people will not see a need to alter their performance if it is never spoken about because it will be deemed as acceptable by their manager or company.  They are not mind readers.  We have to give them feedback and check in with them.

Here is how we can check in when people are not performing at optimal levels

Below is a list of questions that we can use to probe those team members who are not performing at their optimum level. This may assist us (and them) with uncovering what is lying at the source of their current level of effectiveness:

  • How satisfied are you with your job and your role?
  • Do you feel a sense of purpose in your job and/or in working for the company?
  • Do you have belief in yourself and your ability?
  • Are you experiencing any personal problems (e.g. health/home life) that may be impacting your current state of being?
  • Are there any issues around your actual capability to perform any tasks incorporated in your role?
  • What is your level of commitment to the company?
  • Do you feel you have a lack of training?
  • Are there enough processes for you to follow?
  • Are you experiencing any relationship issues (either at work or in personal life)?
  • Do you think that your job description and KRA’s (key result areas) are appropriate and accurate enough to provide you with the guidance, direction and focus required for your role?
  • Do you believe that you are receiving enough recognition and acknowledgement for your level of performance?
  • Do you feel that you are receiving effective guidance and management?
need to find the fit of a sales person

Does the person fit?

We need to work out if the issue with underperformance revolves around the following problems; perception, resources, training, aptitude, expectations, relevance, or incentives and correct accordingly.

By creating the right space for our team members to share what they are experiencing and skillfully probing with the right questions, we are also creating the opportunity for both ourselves and/or them to uncover what lies at the source of any level of ineffectiveness. Doing this, we’re paving the way for an effective plan of action for their future development and improvement and of course, for our business success.

Remember everybody lives by selling something.

Author: Sue Barrett, MD of www.barrett.com.au

It’s Not WHAT You Do But WHY & HOW You Do It

January 27, 2012 in Attitudes & Behaviours, Clarity, Culture, Ethics & Values, Mindful selling

In December 2011 we published The 12 Sales Trends of 2012 and invited readers to vote on what they thought would be the most important trends in sales for this year. ‘It’s not WHAT you do but WHY & HOW you do it’ topped the rankings.

It seems that having a Purpose, the WHY, which is more than just making a profit, is becoming a key focus as businesses, leaders and employees alike seek to find more meaning in their work and each other and most importantly their customers and community.

too-much-choice

too much choice

Too much choice on the consumer landscape is now driving people to seek real connections and deeper meaning – a spiritual, psychological connection in their dealing with others if you will.  Restlessness is emerging among consumers about who they want to connect with and buy from – they want to simplify and make every moment count. Businesses leaders are coming to realize, slowly, that it’s not WHAT you do that differentiates themselves from their competitors but WHY & HOW you do it.  Many, however are still blinded by the Profit motive – the EBIT, especially publicly listed companies conditioned to meet ‘share holder value’. Losing sight of WHY you are in business in the first place and replacing it with Profit only is a very risky strategy.

Having a purpose, defining your WHY factor, encapsulates the very essence of why clients and customers want to associate with a business and how they can align with its values.

With increased consumer choice, people are becoming more business savvy. People are now assessing organisations, through their consumer, supplier, investor, employee and community filters sizing up the real reason and motives for being and doing business.

crystal-ball

using a crystal ball to find the why

Despite this public assessment, many organisations still struggle to explain why they exist and how they do what they do, in a way that is easily understood and generates a curiosity to know more. WHY you do what you do and HOW you make a difference must be front and center. In the wake of consumer disquiet at corporate greed, business’ cost management obsession, outsourcing and the move away from product as the focal point, what you do is not enough anymore.

In 2012 if we can’t communicate our story to our employees, customers, prospects, suppliers, investors, media, and the broader community then they simply can’t communicate our story to others or make informed decisions about how to engage with us.

A great example of a company really bringing this concept to life and getting it right is outdoor clothing and equipment company, Patagonia.  Here is their reason for being, their purpose, their ‘WHY’:

Our Reason for BeingBuild the best product, cause no unnecessary harm, use business to inspire and implement solutions to the environmental crisis.
-Patagonia’s Mission Statement

Patagonia grew out of a small company that made tools for climbers. Alpinism remains at the heart of a worldwide business that still makes clothes for climbing – as well as for skiing, snowboarding, surfing, fly fishing, paddling and trail running. These are all silent sports. None requires a motor; none delivers the cheers of a crowd. In each sport, reward comes in the form of hard-won grace and moments of connection between us and nature.

Our values reflect those of a business started by a band of climbers and surfers, and the minimalist style they promoted. The approach we take towards product design demonstrates a bias for simplicity and utility.

For us at Patagonia, a love of wild and beautiful places demands participation in the fight to save them, and to help reverse the steep decline in the overall environmental health of our planet. We donate our time, services and at least 1% for our sales to hundreds of grassroots environmental groups all over the world who work to help reverse the tide.

We know that our business activity – from lighting stores to dyeing shirts – creates pollution as a by-product. So we work steadily to reduce those harms. We use recycled polyester in many of our clothes and only organic, rather than pesticide-intensive, cotton.

Staying true to our core values during thirty-plus years in business has helped us create a company we’re proud to run and work for. And our focus on making the best products possible has brought us success in the marketplace.

engaged employees

engaged employees

Patagonia demonstrates that to engage with employees, customers, investors, media and community you need to work from the heart, not just the head.  Pursuing profit at the expense of these other things is shortsighted at best.

How do you create an integrated organisation that engages heart and head? Here are some questions to get you started:

  • What is your story? How did you come to be in existence?
  • What do you stand for?
  • Why do you do what you do?
  • How do you do what you do?
  • How do contribute to the greater good?
  • What are you giving back to your community?
  • How do you make others feel?

These questions will give you a start but to really make progress, the concept needs wholehearted commitment. Don’t even attempt this process if you’re not willing to be honest about your intentions as a business because your insincerity will be obvious and in today’s world reputation is critical.

With consumers now better educated, techno-savvy and better connected than ever before, the need to articulate WHY you do what you do and HOW you do what you do is critical for differentiating your business in 2012 and beyond.

Remember everybody lives by selling something.

Author: Sue Barrett, MD of www.barrett.com.au

Athletes Chase Olympic Gold in UK and Business Success Back Home

January 19, 2012 in Attitudes & Behaviours, Sales Skills, Success

It’s an Olympic year and many of our elite athletes are rightly focusing their efforts on the London 2012 Olympic Games.  There are a certain number of gold medals on offer and everyone knows their worth in terms of the honour and glory and even more so in terms of ensuing publicity, product endorsements, speaking engagement and the like.

pin the future

pin the future

However, with limited gold medals available, pure focus on winning one will leave many athletes short-changed if they have nothing in reserve. Smart athletes leave nothing to chance.  Just like good sales people and business owners they make sure there is always a contingency plan because they know that pinning your future on a gold medal pay day is putting all your eggs into one basket.

It may surprise you that besides preparing for the Olympic Games, a number of the VIS (Victorian Institute of Sport) elite athletes have been developing their own businesses and are participating in the Barrett VIS Business Education Scholarship Program via the VIS ACE (Athlete Career & Education) Program to sure up their future success.

I’ve had the privilege of being associated with the VIS and the ACE program since 1992. This is where I cut my teeth as a trainer and facilitator before I began making these skills a key part of my career. During this time I’ve met a wide and wonderful range of people, mostly talented elite athletes pursing their dreams as well as the wonderful staff at the VIS, many of whom I now proudly call friends.

As my career and subsequent business evolved I found so many similarities between elite sport and business. I therefore wanted to find a way to continue to work with these athletes as they transitioned from their elite sporting careers to their own business careers.  Many don’t win that elusive gold medal but simply by being an elite athlete, have gone on to win a plethora of life lessons.  These athletes bring so much to the table when it comes to running a business.  They start their businesses with in-built focus, stamina, determination and the courage to have a go.

Similarities of sport and business

Similarities of sport and business

It therefore is a great pleasure that after many iterations we have developed and implemented the VIS Barrett Business Education Scholarship Program which was launched in 2010.  The program was developed off the back of research conducted by the ACE Program regarding relevance of ACE Services to athletes in different stages of their sport, career and life.   This initiative enables athletes to prepare for their life after sport as an entrepreneur, business owner and manager while continuing their training and participation at an elite level of sport. Barrett‘s scholarship initiative is designed to assist athletes who are serious about starting a business or looking to grow their current business and wish to gain access to industry leaders, resources and professional development.

The scholarship program works via Barrett’s partnership with the Victorian Institute of Sport and an annual invitation to VIS athletes to submit their applications for the Barrett Business Education Scholarship Program.   Each athlete must already have a business idea or business in development to access the program.  Those who are accepted attend a series of workshops across the year to build and test their business ideas.  They cover such topics as Building a Business Strategy and Sales & Marketing Plan, Prospecting, Sales Communication, Social Media, Resilience and Sales Neuroscience and begin to apply their new knowledge and skills to their emerging businesses.

At the end of the year, athletes who have successfully taken their business to a commercial reality then proceed to pitch their idea and business plans to the Judging Panel: Anne Marie Harrison, CEO of VIS; Kate Palmer, Chairperson of VIS and CEO of Netball Australia and myself.  Under the Scholarship parameters the successful athlete receives one-on-one coaching/mentor sessions with me throughout the following year to further develop their business as well as receive funding from the VIS ACE Program to support the growth of their business.

The standard of the 2011 finalists was extremely high.  All three athletes presented well developed and clever business plans.  All knew their purpose and reason for being in business; all had compelling messages; all were ready to go to market with actionable go-to-market action plans.

Finalists of the 2011 Barrett Business Education Scholarship Program were:

* Christian Williams (Archery – Australian Rep)
* Sarah Wall (Netball – Vixens / Australian Rep)
* Alli van Omnen (Water polo – Australian Rep)

Each has a compelling story that drives them and each knows where they want to be.  It was a very hard decision but the scholarship was awarded to Alli van Omnen who has set up her own Osteopath business called Without Limits. I’ll be coaching Alli this year to help her with her business growth.

So what can we learn from these amazing young people?  We can learn heaps.

dedicated bike rider on training

dedicated bike rider on training

Their dedication to their sporting and business careers is second to none and each is driven to succeed and be their best.  It’s a joy to be in company with these people and inspiring to work with them.  Their open mindedness, willingness to learn, clarity of purpose and courage to have a go is what I would love to see in everyone.

So how can we take these examples and replicate them in our business world?

Rather than management be the only ones to present their business and sales plans to their teams, I propose that all sales people take a leaf out of these smart athletes’ books and present their go-to-market action plans each year to senior management and their teams.  It is a very rewarding experience and develops a whole range of skills that come in very handy every day i.e. public speaking and presenting, business thinking and planning, strategising, collaborating and so on. Applying ourselves this way will bring home the gold and business success.

Sport is a great teacher especially when you are actively involved.  It tests you, challenges you and makes you stand up and go for it even when all you want to do is lie down.  The synergies between sport and selling are many as I mentioned.  So it is a great honour to bring the two together in the Barrett Business Education Scholarship Program.

We wish all the VIS athletes and all of our Australian Representatives great success at the London 2012 Olympics.

Remember everybody lives by selling something.

Author: Sue Barrett, MD of www.barrett.com.au

No Sales Leadership + No Accountability = No Sales Results

January 12, 2012 in Clarity, Coaching, Sales Leadership, Sales Results, Success

Companies spend billions each year on sales training, organisational development, leadership training and other efforts to ultimately boost sales results. Often this is a waste of money because nothing changes for the better.  Too busy looking for a short term boost, magic bullet or quick fix, i.e. the 1-3 day motivational sales training event, many business and sales leaders miss the vital point that sales training, more correctly termed sales fitness and evolution, is a long term investment.  Smart business and sales leaders know that clarity, leadership and accountability are the cornerstones of any business. So what can we learn from them?

Barrett-Performance-Transformation-Model
Click on image for larger version

Before you spend your hard earned money on a learning and development training budget and embark on your Sales Transformation Project have you done the following?

  • Established and/or communicated the reason ‘why’ the vision, sales strategy, sales processes and sales transformation project is important to the sales team and the whole business?
  • Engaged business and sales leaders and gained their commitment to the vision, sales strategy, sales processes and sales transformation project from the outset?
  • Set sales performance criteria, milestones and clear individual accountabilities?
  • Created ongoing learning opportunities where regular reflection, review, coaching and refined application of the sales principles and tools learned is a regular activity?
  • Integrated the tools, knowledge, language, and principles into CRM and other business processes?
business vigilance and discipline

business vigilance and discipline

The truth is to improve sales performance and achieve better sales results business leaders, sales leaders and their teams all need continued vigilance and discipline. There is no quick fix!  There never was.  Why the perception that a 1-3 day sales training event is going fix your sales problems and improve sales performance ever got air time is beyond me.

Smart sales leaders know they are in it for the long haul and they make sure that, besides their vision, strategy, and processes being in place; clear, unambiguous, performance expectations are established and communicated to everyone in the business. Their sales people, sales managers and other key stakeholders are held personally accountable for their part in the plan and know the consequences if they do not deliver.

The best business and sales leaders have planned ahead and consider every part of their business to see where they can seed the new sales way.  They have a plan that integrates their sales transformation project across the whole business.  They include everyone in their regular communication and do not let up on the core message.  They know shifting old behaviours, beliefs, judgments and mindsets can be really tough and takes time; they are realistic and look at a minimum of 12 months to get the sales essential foundations in place and then build on these to continue the evolution and transformation.   They set rewards and recognition around participation and completion of key learnings and milestones as well as sales input and output measures; they make sure that Sales Managers can and do coach, train, plan and measure performance and are held accountable for their actions.  They control what they can control and leave nothing to chance.

sales transformation journey

sales transformation journey

They are committed to leading and migrating their sales teams and the broader business to a better, healthier, profitable place.

 

So if you are thinking about embarking on a sales transformation journey, make sure that you are committed, organised and well equipped to be in it for the long term.  If you need a partner to help you make sure they are passionate, knowledgeable, skillful, and determined to be in it with you for the long term.    If you are offered any quick fixes that promise you the world then remember the old saying ‘if it is too good to be true; it is too good to be true’.

Remember everybody lives by selling something.

Author: Sue Barrett, MD of www.barrett.com.au