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Other Added - Sales Management-Do The Inmates Run The Asylum
Without signing up for the Harvard Negotiating Project, how can you effectively bargain to get what you want?Let’s face it: Each of us negotiates every day. At work, we discuss additional compensation when we’re promoted to a new position. We plan a vacation or a move. We negotiate with our spouse over what’s for dinner and which TV shows to watch. We negotiate all sorts of things, big and small, on a daily basis.Negotiation is a means of getting what you want from others. It consists of back-and-forth discussions designed to reach an agreement with another party anytime you face common and opposing interests. But sometimes differing interests can cause the discussion to careen off track into an argument. Even when you reach a compromised agreement, the relationship may be harmed.Positional Bargaining<
Doing nothing is not an option
Allowing this type of behavior with no consequence sends the wrong message and it also gives permission to others that if they were that good at putting up numbers for the company they could do anything they want. Once you look at it from an outside perspective and see if the company has had complicity in the situation, then it is good to do a little self analysis to se
What is the biggest mistake people make with resumes?People write their resumes as a chronological summary of everything they’ve done in their professional lives. Employers only care about one thing: what you can do for them. If they can’t quickly get that answer out of your resume, it’ll get tossed in the garbage can. An effective resume draws their attention, clearly spells out why you are better than the other candidates, and lands you an interview.Should I use an experienced resume preparer?Yes. Get it done right the first time because once your resume starts circulating, you won’t get a chance to go back and clean it up. Frankly, when I work with people on their resumes, I am shocked at what they’re sending out. These days, employers keep resumes in their databases for months or even years. So if it
Do you pay the ransom?
This type of sales person knows the score and generally uses it to their advantage. The only way to handle a situation like this is to call the bluff. But it must be done in a calculated way by using objective numbers to your advantage. The first step is to determine if this sales person is really responsible for the sales performance or are they just a member of the “Lucky Territory Club.” The second question relates to the true potential of the territory this sales person is assigned to. Are they maximizing market share growth and profitability? In other words, their performance may look good based on the goals set but are those goals too low and do they reflect the real potential that territory represents. Consider doing a fair share analysis for this territory. (E-mail rick@ceostrategist.com for a sample Fair Share Analysis)
What’s the root cause?
The next action is to step back and try to examine the situation from an outside perspective. Seek help from your mentor, your boss or even human resources. This type of situation doesn’t happen over night. Reexamine your culture, your management style and the accountability of the organization. Is this type of behavior common place? Has it been tolerated before? Have you as the sales manager set precedent in the past?
In today’s environment Lone Wolf sales people generally don’t have as much ownership of the customers as either you or they think they have. If your company has a good reputation, services the customers well and have practiced tier level team selling, your risk of losing business by terminating this type of sales person is minimal.
Doing nothing is not an option
Allowing this type of behavior with no consequence sends the wrong message and it also gives permission to others that if they were that good at putting up numbers for the company they could do anything they want. Once you look at it from an outside perspective and see if the company has had complicity in the situation, then it is good to do a little self analysis to se
One aspect of project management that used to receive quite a bit of attention in the 1950s and 1960s was the project organizational structures. A myriad of new organizational structures have appeared on the scene in the last couple of decades but they still lack many of the desirable qualities in the traditional methods. Ultimately, project management directors seek organizational methods that facilitate teamwork, can maximize the use of limited resources, efficiency and quality in the way a project is completed and how goals and objectives are achieved. This article will examine the three main traditional organizational structures for project management. These three structures are functional organization, project organization and matrix organization.Functional Organization This structure is by far the oldest of the organ
This type of sales person knows the score and generally uses it to their advantage. The only way to handle a situation like this is to call the bluff. But it must be done in a calculated way by using objective numbers to your advantage. The first step is to determine if this sales person is really responsible for the sales performance or are they just a member of the “Lucky Territory Club.” The second question relates to the true potential of the territory this sales person is assigned to. Are they maximizing market share growth and profitability? In other words, their performance may look good based on the goals set but are those goals too low and do they reflect the real potential that territory represents. Consider doing a fair share analysis for this territory. (E-mail rick@ceostrategist.com for a sample Fair Share Analysis)
What’s the root cause?
The next action is to step back and try to examine the situation from an outside perspective. Seek help from your mentor, your boss or even human resources. This type of situation doesn’t happen over night. Reexamine your culture, your management style and the accountability of the organization. Is this type of behavior common place? Has it been tolerated before? Have you as the sales manager set precedent in the past?
In today’s environment Lone Wolf sales people generally don’t have as much ownership of the customers as either you or they think they have. If your company has a good reputation, services the customers well and have practiced tier level team selling, your risk of losing business by terminating this type of sales person is minimal.
Doing nothing is not an option
Allowing this type of behavior with no consequence sends the wrong message and it also gives permission to others that if they were that good at putting up numbers for the company they could do anything they want. Once you look at it from an outside perspective and see if the company has had complicity in the situation, then it is good to do a little self analysis to se
Are you thinking of establishing your own profitable business venture? If you are, then you might want to consider buying an already-established business rather than starting from scratch. Buying a business is a very important investment decision, so you should definitely spend time and effort in choosing what kind of business you want to invest in. You will find that there is an array of business opportunities you can choose from: start-ups, franchises, home-based businesses, manufacturing businesses and a lot more.One of the most promising business opportunities you can go into is a manufacturing business. Buying an established manufacturing business has both advantages and disadvantages. The most important advantage is that most of the work has already been laid out for you. A business plan or formula is already in place an
What’s the root cause?
The next action is to step back and try to examine the situation from an outside perspective. Seek help from your mentor, your boss or even human resources. This type of situation doesn’t happen over night. Reexamine your culture, your management style and the accountability of the organization. Is this type of behavior common place? Has it been tolerated before? Have you as the sales manager set precedent in the past?
In today’s environment Lone Wolf sales people generally don’t have as much ownership of the customers as either you or they think they have. If your company has a good reputation, services the customers well and have practiced tier level team selling, your risk of losing business by terminating this type of sales person is minimal.
Doing nothing is not an option
Allowing this type of behavior with no consequence sends the wrong message and it also gives permission to others that if they were that good at putting up numbers for the company they could do anything they want. Once you look at it from an outside perspective and see if the company has had complicity in the situation, then it is good to do a little self analysis to se
Different projects have different characteristic. All of us would like to work on projects that will in most cases be successful.For progress and development in business, it is important to re-evaluate the projects you are pursuing and refine the business direction you are moving in keeping in mind the resources at your disposal and the goals you have set for a particular project. When running our own business, also, we try to choose the projects that suit our lifestyle and personal goals and the ones that best fit the changing world with respect to the technology and environment.One would like to choose the projects that have high probability of success and reduce the risk exposure for you. The projects that have more likelihood of success have the following characteristics:· Once the product is created, the sam
In today’s environment Lone Wolf sales people generally don’t have as much ownership of the customers as either you or they think they have. If your company has a good reputation, services the customers well and have practiced tier level team selling, your risk of losing business by terminating this type of sales person is minimal.
Doing nothing is not an option
Allowing this type of behavior with no consequence sends the wrong message and it also gives permission to others that if they were that good at putting up numbers for the company they could do anything they want. Once you look at it from an outside perspective and see if the company has had complicity in the situation, then it is good to do a little self analysis to se
Few prospects buy on the first call. So how do salespeople who are trying to grow their business stay in touch without getting on a prospect's nerves?If salespeople expect to be in control of their financial destiny, they have little choice but to prospect. Plus, the ability to attract fresh new business for the salesperson's company is one of the most sought-after talents in the sales profession. So let's explore some of the proactive steps salespeople can take besides take off another set of plans and continue to quote prospects who are solidly in the competitions' camp.Consistency is key. Whatever techniques you employ as a prospecting tool must be consistent, yet not annoying. And one of the best ways to guarantee consistency is to make use of contact management software.I believe that salespeople who are ser
Doing nothing is not an option
Allowing this type of behavior with no consequence sends the wrong message and it also gives permission to others that if they were that good at putting up numbers for the company they could do anything they want. Once you look at it from an outside perspective and see if the company has had complicity in the situation, then it is good to do a little self analysis to see if "you" have complicity in the situation. Frankly, in a situation such as this it is highly unlikely that the sales manager is not responsible for allowing this to happen. It is not about accepting this behavior, which is wrong; however, if the sales manager had reacted at the first sign of this type of behavior, this would never have happened. The solution, whichever one you choose, will likely involve improving the personal skill sets of the sales manager and creating boundaries for the sales team. Without establishing boundaries the situation will repeat itself.
The Solutions ---- Termination, coach, mentor or train?
This type of situation with an employee has limited options; we can either fire or teach. If an employee’s performance is not what is expected, it generally can be traced to a lack of training or they lack competency. However, if their performance deficiency is related to attitude (their numbers are good) we must consider the following:
• Is this employee motivated to learn and change
• Do you have the time and resources available to invest in behavior modification
• Is this employee worth the investment
If the answer is no to any of these questions --- Terminate
If the answer to these questions is yes --- a personalized coaching and mentoring process must be established with clear ground rules and timelines for acceptable improvements.
The biggest issue is that of motivation to change. Often times a Lone Wolf will not feel the threat of what can happen to them. As a result they don’t cooperate and work on changing their behavior. They have become complacent, arrogant and live in a comfort zone. This arrogance is what blocks their ability to realize that they need to change. If this type of response is recognized early on, termination is still an option.
Who pulls the trigger?
The last piece of the puzzle is to understand who will make the decision and what course of action to take. If the consequences of the actions compromise the strategic direction of the company,
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