Top Ten Tips from

     The Podiem Academy

 

Each month The Podiem Academy will offer MLN Members Top Ten Tips in key management disciplines. The Podiem Academy is being used by entrepreneurs to enhance their business and management skills and firms to develop their managers. This month we focus on:
Selling

1. People buy people
Most products and services today are commodities. It is increasingly difficult to distinguish between brands of PC's, telephone systems, motor cars, potatoes and washing powder. As similarity of product increases, so the role of the salesperson becomes more and more important. The salesperson can be the difference. The way that he or she behaves, the values they hold, the trust they inspire can make more difference than the product itself. The first job of any salesperson is therefore to make a personal connection with the potential customer.

2. Ask questions
Too many salespeople insist on telling the customer - about the product, about their company or about their pricing options. Until a salesperson knows something about the customer's needs, values and criteria, any sales talk risks being completely wrong. The effective salesperson asks questions, using the answers to evaluate the basis upon which the customer will buy.

3. Listen
The effective salesperson is a good listener. Having asked questions and encouraged the customer to talk, they listen actively, building up a mental portfolio of the customer's needs, values and criteria. They do not interrupt with sales comments. They use non-verbal sounds and movements to encourage the customer to continue talking. Only when they have a mental picture of what the customer really wants, what they want it for, what values the customer holds, will they offer a solution. Even then, they offer it in the form of questions. "Would I be correct if I said you were looking for ... ?" "Is your most important criteria therefore ... ?"

4. Reflect their values
Sales people too often assume that the customer will value product and price. Equally often, customers may value reliability of customer service, personal relationship or solution to a problem. Product values are only one kind of value. By analysing the customer's values, the salesperson can match them with his or her behaviour - the questions they ask, the aspects of the sale that they concentrate upon. Reflecting values is becoming the person I want to do business with. Someone who talks my language.

5. Selling and buying is not about facts and logic
Too often sales people assume that they must present facts in a persuasive manner. Because so few products can be differentiated in themselves, such facts are often the cause of suspicion on the part of customers. Because the facts of the case will not cause a person to buy, other aspects of human life come into play - emotional and value considerations. Some one may buy because the salesperson seemed interested in them, in their concerns and even their family. Another may buy because the salesperson seemed to understand their fears about poor after sales service while yet another may buy because the salesperson came up with some good ideas about matching the decor or re-arranging the furniture.

6. Selling and buying is not about features
Very few customers have a deep interest in how the product works and the intricate internal mechanisms. Some do but the majority do not. A presentation of the technical features of a product is rarely a good idea. What the customer wants to know is how the way that the product is made will actually help him or her as a person or as a company. There is a new form of bed on the market. It is derived from the padding used in space craft. No doubt its chemical formula is long, its manufacturing method unique but what the customer wants to know is whether it will give a good night's sleep to someone suffering from arthritis. Selling (and buying) is about benefits.

7. Be an expert but not a bore
Despite the fact that selling and buying is not about features, the salesperson must nonetheless be able to answer technical questions if asked. The bed referred to in the previous tip is different from a coil spring bed but then there are many types of coil spring bed, each of which has a different price tag. The ability to answer why, succinctly, clearly and in a way that the customer can understand, gives credibility. Nothing is worse that a salesperson who takes back the brochure they have just given you and leafs through trying to find the answer to a question you have posed. However, don't be a bore. Answer the question to satisfy the customer. Don't give a lecture.

8.Take your time
Salespeople tend to think that they are in charge of the process and that they can control the speed of a sale. The customer is in charge. It is the customer's time span for decision making that matters. Salespeople who are impatient for a decision, and worst of all show it, tend to lose the sale. Remember, people buy people and part of what makes a customer relate to a salesperson is that they support decision making, not rush it.

9. Follow up
The sale does not end when the product is delivered. The wise salesperson wants to create a satisfied customer who will buy again. The wise salesperson wants to add the customer to his or her list of people to call on for business, even if the salesperson is later working for a different company. Following up on a sale, checking to see if everything is OK, and resolving problems if it is not, is part of building the next sale.

10. Keep in touch
People buy beds once every ten years, it seems. That does not mean that the bed salesperson should contact a customer only every decade. Keeping in touch is about maintaining a channel of communication so that the customer, when thinking of buying something similar (a sofa rather than another bed) will have the salesperson in mind.

 

Coaching 


1. Focus on the person you are coaching. The role of a coach is enabling someone to identify and achieve objectives, and to do so through self belief whilst maintaining responsibility for actions and results.

2. Guide, do not tell. You are there to guide, facilitate and motivate through change, and ensure that people you coach remain responsible throughout. It may seem easier and quicker to tell them what to do, and there are times when this is necessary. However, put time aside to coach people or teams until they discover and commit to how they will achieve their goals.

3. Don’t give the answers. The skills, attributes and attitudes required for successful coaching are different from those needed in leading and managing.  Coaching is all about getting the person you coach to do the thinking and come up with answers.

4. Practice the right skills. In order to prepare for the role of coach, develop these skills: 
      active listening 
      good questioning techniques 
      letting the people look through their lens at the world and not yours 
      knowing when to challenge to encourage people to make change where necessary 
      ability to stop offering answers
The last is fundamental to being an effective coach, and probably the most difficult skill to practise.

5. Maintain the right attitudes. As a coach the attitudes you portray should include: 
      a positive outlook 
      a high energy to keep up the motivation of your client 
      a high level of interest 
      a never ending desire to enable your client to succeed in their language 
      having only one agenda – that of the person being coached

6. Their needs, not yours. Be …
      nonjudgmental 
      a good listener 
      consistently honest with integrity 
      professional, ethical and confidential at all times 
      a good communicator

7. Learn the GROW model. GROW is an acronym for Goals, Reality, Options and Will. As the acronym suggests, it is a four-stage framework that enables the coach to provide a structure to a coaching session, without getting in the way of the client’s agenda.   

8. Remember that both of you have to work. The coach and the person you coach are partners. That means reviewing what is going well as well as what is not going so well, and being prepared to do whatever it takes to improve on the not-so-good areas.

9. Start from where the person is, now. Take the person you’re coaching as he or she is. Adult members of staff are already in the middle of their lives, and come with particular views, attitudes, commitments, potential and concerns - all of which go to make up the individual person. 

10. Not immediate but long term. The aim of coaching is that people being coached are able to produce more successful and effective performance repeatedly over a longer period of time. Coaching is not about short term motivation.

 

 
The Podiem Academy is an online management development resource offering licensees 24/7 personalised, practical, expert thinking on every key management topic! It delivers formal, informal and immediate development as well as offering personal feedback to the user. For more information or to purchase an annual license visit www.podiemacademy.com  
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

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