Sales Leadership Excellence: How to Recruit & Retain More High-Producing Sales Leaders

By Gregory Stebbins

As a sales leader, have you ever felt like you were at war in your business? No surprise there because modern business is based on a military model. However, today’s business environment is rapidly changing requiring sales managers to look at new and different approaches to leading sales organizations.

Now the question is: what will replace the old business model?

You have probably heard of the idea that everything is based on either fear or love.

If today’s business model is based on fear, then the answer to what will replace it is apparent.

How the World of Business & Getting Sales Became War
In the 1500’s Niccolo Machiavelli wrote The Prince where he answered this question: Is it best to be loved or to be feared. Machiavelli wrote, “The answer is of course, that it would be best to be both loved and feared. But since the two rarely come together, anyone compelled to choose will find greater security in being feared than in being loved.” He related this to military models, providing examples of Hannibal and others.

As time progressed new business models arose. The master/apprentice paradigm was created as business owners looked for ways to increase productivity with a largely uneducated work force. Frederick Winslow Taylor, author of The Principles of Scientific Management, proposed what was a thinly disguised military model. From then on, fear was injected into the workplace in continually greater ways.

Why Your Sales Leadership Style Must Change
As work becomes less about muscle and more about intellect, sales leadership styles need to change. Today, we have an ever-increasing number of “knowledge workers.”

We also have a new generation entering the sales workforce – The Millennials. These workers have loyalty to their manager and sales team, but not to the company. Managing them through fear usually results in them voting with their feet, and finding a different type of company to work for.

Now, with baby boomers increasingly leaving the sales workforce there is a rapidly growing shortage of qualified workers. So, how do you recruit more members for your sales team? And, how do you turn them into high-producing sales leaders.

How Showing Love Will Help You Recruit & Retain High-Producing Sales Leaders
Do you have employees who tell you they just love their sales job or the work they do? Do you have employees who complains loudly and constantly about how screwed up their sales job is and especially they work for including you? Which type of employees is more productive for your sales organization?

There are many reasons why people love their jobs:

• Some people love business because of the money they make.
  
• Others love business because of the recognition they gain.
  
• Some love the security it provides for their family and themselves.
  
• Some love their work because it allows them to contribute in making a difference.
  

Once you know what causes a worker to enjoy their work, you can provide that experience they want to motivate them to become a high producing sales leader. And, when people love their work, they’ll tell others. This means more people will want to work for your sales organization.

However, there’s a lot more to love than that. Love is unique in that it is a choice, an attitude, and an outcome all at the same time. So, regardless of a work situation or its circumstances, a person can choose to love. The trick is to create a work environment where this form of loving is at least allowed and at best, encouraged.

Here’s a step in that direction…

How to Create a “Loving” Sales Organization
The famous cartoon sailor, Popeye, had a great statement: “I yam what I yam and that’s all what I yam.” If more people followed that, there would be less fear—and more room for love in the sales organization workplace. However, most people, not having been trained otherwise, choose to serve their ego. This automatically perpetuates the fear-based Machiavellian model.

When a person adds an adjective to the words, “I am,” they are declaring an ego position, which inherently has fear attached to it. It looks something like this: “I am a sales manager.” If I have an ego position in being a sales manager, which I have declared by saying I’m a sales manager, then I will either consciously or unconsciously choose to protect that position. Inherent in the protection is fear, specifically fear of loss of my identity as a sales manager.”

Is it different if you choose to declare, “I am loving?”

No.

The same thing happens: You need to convince others about how loving you are, even if you’re not feeling particularly loving today.

The challenge for most people is declaring, “I am,” and not adding anything else to the declaration. It’s too amorphous. It has nothing others can relate to. Here’s the most interesting part. By stating “I am,” with nothing attached you have declared your freedom. You can choose to be love unconditionally. You could also choose to hate unconditionally. It’s your choice.

In today’s world of knowledge, workers who will job hop in a New York minute, which choice do you think would attract more qualified sales leaders to your sales organization? This is not a trick question. Support your workers and associates in knowing they are whole people doing a job, not being the job. In that awareness, fear falls away, job enjoyment and satisfaction increases and the whole company moves into the new paradigm of enhanced excellence, productivity… and loving.

Sales Psychology Expert Gregory Stebbins has helped more than 20,000 sales professionals better understand their customers so they can outsell their competition. Now with his book, “People Savvy for Sales Professionals” sales managers can help their sales team understand a simple, yet groundbreaking plan to winning your customers’ trust and business forever. Get your free sneak preview at: http://www.peoplesavvy.com/book.htm


Published in Networking Today December 2008

Sales Management: How to Manage Independent, Tech-Savvy New Millennial & Help Them Sell Effectively

By Gregory Stebbins

Independent, tech-savvy, social, and optimistic – why are these “kids” so hard to manage? Seasoned sales managers are facing challenges managing new Millennial’s, also known as people born after 1980. These new sales professionals have a different approach to life. This greatly impacts their ability to sell effectively.

Understanding them and some key events that took place during their youth will help you manage your Millennial sales team with shorter ramp times.

What is different about the new Millennial sales team?
Their work styles, motivations and view of the worlds, especially the corporate world. For example Millennials:

• Demonstrate loyalty to their social network and specific managers and members of the team, but not to the company.
  
  
• Grew up during a technology explosion. Their every day reality included video, cell phones, laptops, and iPods.
  
  
• Are addicted to reality television, Google, and Web sites like Myspace and Facebook. In this world, information is available for the asking. That’s why they believe in putting everything out there for all to see.
  
  
• Faced school violence and global terrorism (specifically 9-11). This made them wary about the world. It also helped them develop a global perspective.
  
  
• Have the ability to find information about anything at a rate that far exceeds expectations of management. What they lack is discernment about the accuracy of the information. If it’s on the Net they tend to believe it must be accurate. They can instantly communicate this information to their social network via Blogs, Instant Messaging (IM), personal Web pages and cell phones. Some companies have found out the hard way that their management mistakes are common knowledge within days, if not hours.
  
  
• Do not know their own strengths and weaknesses because there have not been many opportunities for self-evaluation or honest, constructive criticism. With hundreds of possible activities, from soccer to music lessons, Millennials have been over-committed and over-scheduled.
  
  
• Were smothered in praise with constant reinforcement about how great they are. That’s why they expect recognition for everything, even the most mundane activities.
  

This creates your greatest management challenges:

• How do you help them understand that there are winners and losers in the sales world?
  
  
• How do you provide constructive criticism without devastating their psyche?
  

This is new ground for both the sales manager and the new Millennial sales professional.

Here’s my simple 4-step process to managing your New Millennial sales team…

1. The first time they approach you, work with them to think through at least three options. Then make the decision for them. Having them consider options is the first step of developing your new sales team’s ability to reason.
   
   
2. When they want your input, make sure they have created three options to discuss. Help them understand the consequences of each option. Add in other options if they haven’t considered all of the consequences.
   
   
3. Guide them toward the course to action you want. Essentially they will be making the recommendation, which you are approving.
   
   
4. Cut them loose and have them handle a situation on their own. However, also have them provide a written report. The report needs to tell you what the situation was, the options they considered, and the decision they made. This step won’t last that long as their need for independence will kick in and they’ll just stop coming to you with every little situation.
   

Keep in mind that these new sales professionals are going to need much more coaching than their predecessors. Unlike other generations, they grew up protected. And they interacted with others largely through technology. This created a generation whose people savvy is very limited. So, guide them and help them understand the nuances of body language, the uniqueness of each person’s office, and what the contents of that office reveal about the customer.

And remember, when coaching Millennials your focus and approach may need to be different from others you have worked with. Here’s how…

• Provide structure and give information in bite-size pieces.
  
• Praise them for their efforts.
  
• Present mistakes as development opportunities.
• Use technology freely before and after the session.
  
• Provide the rationale behind your coaching.
  
• Sell your Millennial sales team on the idea of discretion.
  

Smart sales managers focus on developing their Millennial’s people savvy. They understand flexible work roles and create effective virtual teams. They leverage technology that will help Millennials become a valuable asset sooner rather than later. And most importantly they meet the challenges of working with, not against, the new Millennial sales team generation.

Sales psychology expert Gregory Stebbins has helped over 20,000 sales professionals better understand their customers so they can outsell their competition. Now, with his new book “People Savvy for Sales Professional” sales managers can help their NEW sales team understand a simple, yet groundbreaking plan to winning your customers’ trust and business forever. Get your free sneak preview at http://www.peoplesavvy.com/book.htm

Published in Networking Today April 2008

How to Make a Good First Impression by Finding the Hidden Message in Your Prospect’s Handshake

By Dr. Gregory Stebbins

More than just physical contact, a handshake conveys a wealth of psychological information.

We walk away from a handshake saying things like, “You know, I just felt real comfortable with her” or “I don’t know why, but I simply don’t trust that guy.”

Most people don’t spend time probing the depths of this unconscious communication. They just have a “feeling,” or a sense that their “intuition” is telling them something. However, there are things we can use as sales professionals by looking a little more closely at the experience.

Top 10 handshake types…and what they reveal about tour client or prospect

1. Sweaty Palms: When a person is nervous their sympathetic nervous system often becomes overactive, sometimes resulting in sweaty palms. Do what you can to put this individual at ease.
2. Dead Fish: Indifferent handshakes that feel like the person has no bones in their hand often indicate a passive or reserved personality. This handshake ranks as the number two least favored. Individuals with this type of clasp are generally not people-focused. Knowing this, you can tailor your presentation to de-emphasize the people aspect and focus more on the mechanical or thing-focused benefits. Exceptions to this rule might be musicians and surgeons whose livelihood depends on sensitive hands and who are therefore reluctant to open up to a bone crusher.
3. Brush Off: This handshake type is a quick grasp and then a release that feels like your hand is being shoved aside. This handshake is a statement of “it’s my turf and my agenda that matters, yours doesn’t.” Listen first to what the person wants before talking about your ideas for them.
4. Controller: You feel your hand being pulled toward the person or strongly guided in a different direction, perhaps toward a chair. People who do this are controllers. This means they want to dominate any inanimate or animate object in the room (and that includes you). If your goals are different than theirs there may be challenges ahead. Do more listening than talking and see if you can find common ground so these individuals can control the situation toward your desired objective.
5. Politician: Your hand is firmly grasped as in a normal handshake. However, their other hand may cover yours or be placed on your forearm or shoulder. Unless the two of you are good friends, this is a form of false sincerity. The person is attempting to communicate that the two of you have a deeper relationship than you actually have. After receiving this kind of handshake, I recommend you check your pockets or purse to see if anything is missing. Similarly, be cautious about relying on this person’s word for anything and be attentive in your dealings with him or her.
6. Finger Vise: When someone grabs your fingers and not your entire hand it is meant to keep you at a distance. These people are often insecure. If they also crush your fingers they are adding a show of personal power, which is also designed to keep you at a distance or at least create some fear of challenging them. I wouldn’t recommend becoming submissive; however it will serve your purpose to be somewhat deferential to them.
7. Bone Crusher: The message of squeezing your hand until you cringe is clearly designed to intimidate you. Even when the person may not know how strong they are, there is still a message of intimidation and power behind the grip. You don’t have to pretend to be a wimp with them, and in fact they may respond positively to you if you present yourself with strength. Just don’t get into a hand-squeezing contest when you shake because then it becomes a competition and even if you win, you’ll lose.
8. Lobster Claw: Like the claw of a lobster, the other person’s thumb and fingers touch the palm of your hand. The person doing this fears connecting at a deep level and may have challenges building relationships. Take your time. Allow them to open up at their own pace. As they become more comfortable with you their handshake may actually change. Once they fully accept you, they can become a client for life.
9. Hand Wrestler: Your hand is taken normally and then twisted under the other person’s. This is usually done aggressively. Be very careful in your own presentation as this person is absolutely committed to being on top, regardless of what they say they want.
10. Teacup: This handshake feels normal except that there is no palm-to-palm contact. The other person’s palm is cupped, like a teacup. This handshake indicates that the person is hiding something from you. It might just be a serious case of shyness or it could be something more substantial. Always check for missing information when working with this individual.
    

In any sales situation, the more you know about your prospects and clients, the better you can communicate with them. Primed with the information presented here, you can start creating a strong first impression by being aware of your own handshake, and learning the hidden messages in your client or prospect’s. Then, making a good impression is truly in your hands

Sales Psychology Expert, Dr. Gregory Stebbins, has helped 20,000+ sales professionals read their opponents actions and improve their negotiation skills so they can close more sales. In his book PeopleSavvy for Sales Professionals, he unveils for the first time his simple but groundbreaking plan to turning customers into lifetime customers. Get your free sneak preview at http://www.peoplesavvy.com/chapterone.htm.

Published in Networking Today, November 2007