Is the Successful Sales Person Made Or Born?

Many times when we think of a salesperson our mind brings up images of being locked in an office at the automobile dealership or held captive at a timeshare presentation. But all sales jobs are not like this. It is true that it takes a certain type personality to succeed in sales. A career in sales can offer you the opportunity to earn an above average income and unlimited potential for growth.

When I majored in marketing many years ago we were taught that everyone is selling someone something all the time. You can have the greatest product in the world but nothing happens until someone sells it. As people we are always selling ourselves to others. I think one of the main things needed to succeed in sales is a love of people. A sales person is always out there, always meeting people, and always networking. So, just what does it take to succeed in sales?

A sales person must have a positive attitude. Sales probably more than any other occupation involves rejection. With most products you have to ask a certain number of people to buy before the sale is actually made. Years ago when I sold life insurance, I eventually figured out what my sales ratio was. I had to ask about 10 people, in other words get 10 no's, before someone agreed to set an appointment with me. You must have a positive attitude to digest that much rejection day in and day out.

A sales person must have a plan. There are some jobs you can do that do not require a lot of planning. But when you are asking someone to spend their hard earned money you need to have a formula. You need training, sales materials, a presentation, and a system. Some companies provide leads or territories but typically most sales people are responsible for locating their own prospects. Sometimes people in sales have difficulty managing their time. Particularly ones that are outside the office all day. A successful sales person must be able to manage their time. Having a plan is the best way to do this.

A sales person must be committed to their success. It has long been argued if a salesperson is made or born. My opinion is that you are born with a certain personality type and certain types do better in sales. Typically the more outgoing person ends up in sales but it really depends upon the product you are selling. An introvert can become more outgoing and can succeed in sales. But it can be more difficult for them. To be successful in sales a person must be willing to learn everything about the product they are selling, sales techniques, and how to get along with others. This can take time. It takes 10 years to become a doctor, 5 years to become a lawyer, and 1000 hours to become a barber. Many times those in sales give up after just a few weeks or months, before they have had time to learn what is needed to be successful.

A sales person must be willing to continue learning and growing. Sales people are typically expected to be knowledgeable about their products and their company. They have to stay on top of what is happening as products change and situations change. Because they have so much contact with people they need to be aware of what is happening around them. Herbert Hoover said "the super-wise man learns from the experience of others." Top sales people attend meetings, read books, and associate with others in the sales profession.

A salesperson must know how to set goals. Some jobs just happen whether you do anything or not. But sales do not just happen. You have to make them happen. It is critical that a salesperson know how many sales they need to make to meet their quota, how much money they need to earn to maintain their life style, and what they need to do to make this happen. The best way to do this is to set daily, weekly or monthly goals.

A salesperson must be enthusiastic about their product. It is difficult to sell something you do not believe in. When you really believe in something, the other person can see and feel your passion. If you don't like the product or the company, the sale will be more difficult. It has been said that nothing great was every achieved without enthusiasm.

A salesperson must work hard and smart. Sales jobs are not easy. Much hard work is required if one is to be successful. But working hard is not enough. One must also work smart by managing their time and resources well, being disciplined, and following the example of others who have been successful. When I was in sales we followed the principle of "and then some." I didn't just give it my best, I gave it my best and then some. At the end of the day when I was ready to go home I would make one more sales call. Often that call would be the one that produced a sale. By giving just a little more time and effort you could propel yourself from an average salesperson to a super sales person.

All of the above tips have little to do with age, education, background, marital status, or sex. Some types of sales require specialized education or training but not all of them do. For the most part, success in sales is determined by the individual, by their attitude. Anyone can succeed as a sales person, if he or she wants it badly enough.

I am a personal life coach, writer and speaker. As the owner of Life Transitions, I specialize in helping the abused rebuild their lives.

I am passionate about women's issues and especially enjoy helping them develop their full potential. Life gives us many chances to start over again, like a cat with nine lives.

For more information see my Web Site http://www.margaretnortonlifecoach.com
Blog with me about abuse at http://www.whentiesbreak.blog.com

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Finding The Right Sales Person

Thanks - I'm Just Looking!

One of the hardest parts about making an investment in a new piece of digital gear

is finding the right Sales Person! The Sales Person will most likely have a very

significant effect on what you purchase. In many cases you may even walk into a

store with a very specific product in mind, but walk out with an entirely deferent

item because of the Sales Persons input. The question is did he help you or him?

Two types of Sales People.

Commission and Non-Commission. Is one better than the other?

This is more of a personal preference and depends on what kind of a sales

experience you are comfortable with.

Commission Sales People may come across as being a bit

more aggressive but are also more motivated in making sure all of your questions

are answered so you can make a buying decision. Commission Sales People make

more money when they sell more, to sell more they need to know more. This can

benefit you the customer. This type of sales force is usually well staffed so getting

help is usually very easy. Commission Sales People will try to avoid the Tire

Kicker, if they sense a lot of questions followed by a "I'll think about

it" then you more than likely lose their attention while they scope out the

next buying customer.

Non-Commission Sales People tend to be more laid back

but in some cases can be less informative. This is because Non-Commission Sales

People usually have other tasks to do like stocking shelves, cleaning, ordering etc.

you may not be their number one priority that day. Non-Commission Sales People

are usually hired based on their product knowledge and less for their sales skills,

they can be very informative and are more willing to help you with something even if

a sale seems unlikely to them. This type of sales force also seems to be

understaffed meaning you may have to wait for assistance.

So what is going on in a Retail Sales Reps mind?

One tool that is common to both Commission and Non-Commission

Sales People is what is called the "Spiff". The

"Spiff" is an incentive that can either originate from the

company that makes the product or even the retail store itself. It can sometimes be

cash or a prize for the most sales of a specific product. Not all products have the

same amount of commission to the Sales Person, two similarly priced products can

have different profit amounts, more profit means more commission to the Sales

Person.

How does this affect you the buying Customer?

You need to establish a good relationship with your Sales Person,

this way they will be more likely to sell you what is best for you, not them. A good

Sales Person knows that a happy customer will come back time and again and will

be willing to make a bit less on one sale in return for another sale down the

road.

What makes a good Sales Person?

A good Sales Person will ask a lot of question so they can
determine what is best for you.

A good Sales Person will be knowledgeable and if they don't
have the answer can get you the answer.

A good Sales Person will give you good follow-up support to make sure you
are happy with your purchase and get the most out of it.

A good Sales Person will be open minded to a variety of
products, not every product fits every person.

A good Sales Person can adapt to different personality types to
make the customer more comfortable.

What makes a good Customer?

Are you the kind of customer that will ask a thousand questions
and then go and buy the exact same product from another store or Sales Person just
because you got it for $5 less? Do you really think the original Sales Person will give
you the follow up support on a product you bought from someone else? No way!
Every store price-matches these days so buy from the Sales Person who was the
most informative.

Be nice to the Sales Person, it's not an easy job and can be very
draining especially when customers treat them like disposable product brochures.

If you are not ready to buy a product be honest with the Sales
Person and give them your time frame, more then likely they will spend the time you
need to get a good start on figuring out what product is right for you.

What about the extended warrantee?

This seems to always come up at the end of a sale and can be a bit

uncomfortable. It is true that Sales People make a part of their income from

extended warrantees but do I really need one? It's all about peace of mind, is the

price worth it? It only takes one repair and your warrantee can pay for its self. On

the other hand, are you the kind of person who will be re-buying an newer updated

version a year later, you may not get back your investment value for the remainder

of the unused warrantee on resale.

The bottom line.

You need to be comfortable with a Sales Person, personality types

are important. If possible make all of your purchase through the same Sales Person;

this will improve your sales experience. Your Sales Person should give you excellent

pre-sale and follow-up information. Remember a good Sales Person usually has a

lot of customers and can be very busy so be prepared to wait a bit for their

assistance, it will be worth it.

Michael Kaye - founder of [http://www.DigitizeMe.info]

Do you have difficulty when people talk about computers? Does it feel like they are speaking another language? We are here to help with the language used in computers, digital gadgets, email and the Web.

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Can Your Superstar Sales Person Become Your Superstar Sales Manager

Finding the right person to fill the sales management role is a common quandary in wholesale distribution. It can be especially challenging when a decision is based strictly on sales territory performance without regard for the specific skill sets required to lead a sales force.. 2005 has been a good year in wholesale distribution with some industries recording double digit growth rates. With market cooperation like that, most sales people are smiling as they hit or exceed their quotas. Deciding on the right sales person to promote to sales manager can become a difficult and risky decision..

"We need a new sales manager. Let's promote Tommy, he's our leading producer in field sales."

"No! We can't afford to lose Tommy's production in the field."

"That's not a problem. He can be a working sales manager and still call on his key accounts."

Most of us should recognize that conversation but not many of us recognize the fallacies that lie within it. In wholesale distribution, it seems that the primary prerequisite for becoming a sales manager is being the top performing sales person. Promoting our top performing sales person to sales manager simply due to results is a big mistake. Personal experience tells me it has less than a forty percent chance for success. Our chance of success is decreased even further if we really believe that our sales manager can manage the sales force and still be solely responsible for a number of high volume accounts.

Different Skill Sets

It is an undisputable fact that different skill sets are required to become a successful sales manager as compared to being a successful sales person. Selling is a profession that requires professionals. Managing a group of professionals with the type of personalities required to succeed in sales is no easy task. Yet, in my humble opinion, it is probably the most important management position you can hold in a company. Sales management holds the key to meeting company objectives. Effective sales management builds the platform for success. Sales people are not the easiest group in the company to manage. If they were they would not be sales people. Selling is not easy. It takes a special talent, self motivation, self discipline, a passion to succeed and the ability to accept rejection. The reality of the situation is simple. The majority of sales people are not managed well. Let's look at some common sales management mistakes to help us develop the list of hints I promised that will increase your ability to determine which sales person at your company is likely to succeed as sales manager.

Mistake ----- Low tolerance for process.

Let's face it, there probably isn't a sales person alive that likes paperwork and administrative tasks. However, a Super Star Sales Manager will be process oriented. They understand that success in sales is driven by best practice and best practice is built around process. Sales effectiveness depends on predictable and repeatable best practice. The Super Star Sales Manager will create the kind of culture that negates the inherent aberration by sales people for process, structure, detailed and documented action planning.

HINT #1

If your star sales person embraces structure, pays attention to detail, is always current with required communications, documents his action planning process and doesn't whine about administrative requirements passed down by corporate, chances are he/she will have a high tolerance for process. This means he/she possesses a basic understanding of structure and accountability. Everything isn't locked up in their head just because they have been doing it a long time and have had great success.

Mistake ----- Weak coaching and mentoring skills

Relationship equity is still a primary ingredient for sales success. However, relationship equity with the customer is quite different than relationship equity with peers, subordinates and executive management. A Super Star Sales Manager will build enough relationship equity with their sales force to be able to provide effective coaching and mentoring in reviewing the sales person's activities. They understand that you must manage activities and measure results. This coaching and mentoring process includes buddy calls, monthly territory reviews that provide support and resources to leverage individual sales talent. This process includes opportunity recognition and pipeline management. What does the sales person have in the pipeline? Can the sales manager provide proactive support and resources to increase the chance of success?

Hint #2

If your star sales person is reluctant to accept or seek out help, this may be an indication of the Lone Wolf methodology. Maximizing territory performance requires a team effort. Utilization of all resources and support is mandatory to grow market share and maximize profitability. Look for the sales person that is successful but recognizes that they are not alone. Look for the sales person that shares the credit for success, coaches the inside sales staff, recognizes the contributions of customer service personnel and others in the organization. This sales person has also gained the respect of his peers and is often seen giving advice and sharing ideas.

Mistake ---- Lack of development programs and leadership skills training

Leadership skills are extremely important to effective sales management. This is especially true when managing a sales force that leans more to the route mentality, is in a comfort zone, becomes complacent or is focusing on demand fulfillment as opposed to demand creation. The ability to recognize the need to adapt your management style not only to the situation but also to the individual is a key to gaining respect and trust from the sales force. This is a learned skill. Failure to seek out leadership skills training can be detrimental to success. A prerequisite to success in sales management is the ability to recognize talent and develop that talent. A Super Star Sales Manager will recognize talent and is willing to help develop that talent to reach its highest potential. They also prune the garden effectively. This means they hire well but fire even better. Failure to formalize a development program for sales management is a big mistake.

Hint #3

If your star sales person is not interested in attending seminars, doesn't listen to self development tapes and hasn't read a sales book in the past year, chances are they believe they are as good as they are going to get. Look for the sales person that is willing to be away from his territory, sacrificing commissions to increase his individual knowledge. This is the type of sales person that is a sponge when it comes to continuing education in the fields of sales. This person not only seeks company sponsored training but is willing to invest his own money and time in self improvement activities. They have a philosophy of continuous self improvement striving to be the very best that they can be.

Mistake ---- A Member of "The Lucky Territory Club"

Numbers alone don't always tell the story. We need to analyze each individual success story. Just because a sales territory has performed well doesn't automatically mean the sales person is a star. A ten percent sales growth sounds great but how good is it if the potential growth for that territory should be in the twenty or thirty per cent range. A ten percent sales growth in that territory sounds great but how good is it if the market in that territory actually grew by thirty percent and the sales person was in a comfort zone walking by opportunities daily.

Hint #4

When evaluating your star sales person for potential promotion, analyze the numbers thoroughly. Is the sales person the real reason for that territory success? Are the numbers as good as they appear when you consider all the factors? Determine how this territory was established. Is this sales person responsible for the long term growth of this territory or did they inherit it. Analyze new account development in this territory. Evaluate this sales persons prospecting skills. How many new accounts have been developed in the territory? What kind of penetration success has been demonstrated with existing accounts?

Hint #5

Look for the sales person that has the ability to think strategically. They are willing to sacrifice personal gain for the benefit of long term company success. (A rare quality). A sales person that may be a maverick and shoot from the hip occasionally but every risk they take is a calculated risk. Their personal objectives for territory performance are in alignment with the company's strategic objectives in relationship to product development,, segmentation, vendor development and margin initiatives. Look for the sales person that has good communication skills internally, one that has learned to listen exceptionally well, a skill that often eludes some of the best sales personnel.

If you are ready to promote your star sales person to sales manager, pay attention to the hints listed in this article. If your star sales person measures up according to the factors discussed in this article, your chance of success increases dramatically. That means your Super Star Sales Person can become your Super Star Sales Manager. If they don't measure up according to the hints discussed, look deeper into your sales organization for that sales manager or go outside the organization. There is no such thing as entitlement. Remember, different skill sets are required to be an effective sales manager.

http://www.ceostrategist.com ? Sign up to receive ?The Howl? a fre*e monthly newsletter and get your choice of "CEO Strategist's Hiring and Interview Guide" or "The Guide to Effective Training Sessions", valuable resources for all levels of management. The Howl addresses real world industry issues. ? Straight talk about today?s issues. Rick Johnson, expert speaker, wholesale distribution?s ?Leadership Strategist?, founder of CEO Strategist, LLC a firm that helps clients create and maintain competitive advantage. Dr. Eric ?Rick? Johnson (rick@ceostrategist.com) is the founder of CEO Strategist LLC. an experienced based firm specializing in Distribution. CEO Strategist LLC. works in an advisory capacity with distributor executives in board representation, executive coaching, team coaching and education and training to make the changes necessary to create or maintain competitive advantage. You can contact them by calling 352-750-0868, or visit http://www.ceostrategist.com for more information.Need a speaker for your next event, E-mail rick@ceostrategist.com.

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