Tag Archives: Sales

So, You’re in Sales? Smart Investments for 2020 Sales Growth

With 2019 at the 3/4 pole, Tom Goos comes in for a discussion about strategic investment possibilities to realize sales growth in 2020 and beyond.

So, You’re in Sales? Productivity Podcast 2

Back by popular demand, The Productivity Podcast offers insights and considerations for improved sales productivity. This Episode features thoughts on Podcasting as a Prospecting Tool, Things to Consider Outsourcing Next Year and reasons for creating One Big Thing to focus on in 2020.

So, You’re in Sales? Shawn Finder on Sales Automation

Autoklose founder Shawn Finder joins me for a discussion about the evolving nature of lead generation for modern sales teams, the ways smart sales organizations are adding automation to their efforts and the balance small and medium sized businesses must find when deciding how to grow their sales line in the most efficient and cost effective way possible.

50th EPISODE! So, You’re in Sales? Arbor Brewing Company

Mix together a mechanic, a scientist and a businessperson who all care deeply about culture and beer and the result is beautiful packaging, a story behind the brand and a healthy dose of respect for the beauty within The Corner Brewery (and EVERY corner brewery)

This special 50th Episode was recorded live at The Corner Brewery in Ypsilanti, MI, where Arbor Brewing makes their wide array of beers

So, You’re in Sales? Jill Albers Top Performer Series

Bamko’s own Jill Albers joins for her 3rd visit to share her perspectives on chasing the big accounts and the street-level view from what’s going on across the table from buyers on the opposite side of Fortune 100 sales transactions.

So, You’re in Sales? Episode 13 Matt Lamb

Matt Lamb from Facilis rejoined me in this Episode for what we’re hoping to be a recurring segment on the show.

As 2018 unfolds, many of us are still in need of fine-tuning our 2018 Sales Plan. Matt offers us 3 Data-Driven tips for sales success this year. Listen in and learn more about:

  • The Big Purge – why you shouldn’t keep all of your customers
  • Shrink Your World and Sell More
  • What’s Your Closing Percentage? (Don’t say 90%!)

Check out all these topics and more and make sure to stay away from #salesmalpractice

So, You’re in Sales? Episode 12 Roni Wright

We close 2017 with a discussion with Roni Wright.

In the discussion, Roni reveals her motivations behind seeking to become a trained Yogi, learning how to recalibrate your thoughts to deal better with stressful situations, her trips to India and how communicating with your parents can turn into a Social Media sensation.

You’re Hired! Tales from the Field – Delano Tavares

How do you know when you’ve hired the right person? When does a mistake in choosing a new team member start to reveal itself? What steps should you follow when trying to add a new member to your organization?

I can’t say I know the all of the answers, but I definitely keep these topics in mind when in hiring mode. Over the last few years I’ve had the pleasure of recruiting, hiring and training a handful of brand-new salespeople for organizations. In each of these instances, the teams I assembled were not existing entities – they were built from scratch. The attitudes and approaches instilled in these hires were of my creation and I worked hard to construct a methodology for hiring; one I believed gave the candidates the best opportunity to reveal their talent and also ensure potential new team members had a chance to get a live look at what being a part of the team would look like.

I was curious to understand how my approach feels from the other side of the hiring table, so I asked a few people to jot down their thoughts on the process and how it may have differed from their previous experiences with interviewing for a new job. Here’s one of the responses I received.

Screen Shot 2017-08-05 at 1.01.26 PMMy experience being hired and managed by Roger was very rewarding. I would say it was my best experience yet! I came in as a raw prospect, and entered an environment which allowed me to hone my skills.

The biggest takeaway was my growth as a person. I learned so much about myself! There is always more to learn and more importantly, how to apply it. My strengths were amplified. My weaknesses have been minimized. Roger’s methods facilitated this environment. He taught me to communicate better and work with my team using the strengths and managing the weaknesses of my personality. All of our interactions focused on this progress, both as a team and individually. He laid the groundwork for me to work towards my growth at my own pace. This made it easy and effective.

As a team, each of us grasped the concept of our individual personality types very quickly. Roger acted as the glue. He was our comfort zone. I believe the lasting effects of the understanding I gained of my co-workers are a great testament to his team building abilities and process. Eventually, our understanding of his methods grew to a point where we could apply the lessons to not only each other, but also our clients.

We are efficient in meetings because our individual positions can be appreciated, while also being effectively countered when there is a need.  We owe this to the balance and environment Roger created. The only other ingredient was time. In those moments when I may have been even remotely uncomfortable, he was there to lead me to a better understanding.  I would recommend his methods to any team.

A lot of disagreements occur from misunderstandings. Even our team experienced misunderstandings. Many (if not all) were simply differences in personality. Talent is a must for any level of greatness, but the proper alignment of that talent and management of the associated personalities can be the difference between success and failure. Roger’s abilities and methods directly translated to the success of our team even beyond the current position we are in. I believe any group or team can learn and function much better following structure and system.

You’re Hired! Tales from the Field – Paty Benitez

How do you know when you’ve hired the right person? When does a mistake in choosing a new team member start to reveal itself? What steps should you follow when trying to add a new member to your organization?

I can’t say I know the all of the answers, but I definitely keep these topics in mind when in hiring mode. Over the last few years I’ve had the pleasure of recruiting, hiring and training a handful of brand-new salespeople for organizations. In each of these instances, the teams I assembled were not existing entities – they were built from scratch. The attitudes and approaches instilled in these hires were of my creation and I worked hard to construct a methodology for hiring; one I believed gave the candidates the best opportunity to reveal their talent and also ensure potential new team members had a chance to get a live look at what being a part of the team would look like.

 I was curious to understand how my approach feels from the other side of the hiring table, so I asked a few people to jot down their thoughts on the process and how it may have differed from their previous experiences with interviewing for a new job. Here’s one of the responses I received.

Screen Shot 2017-08-05 at 1.01.32 PMPaty Benitez was a member of the inaugural “Red Tie Society” at SnapSuits. Her genuine enthusiasm and sunshine-filled determination were key reasons we were excited to have her on the team. Her thoughts are found below.

I’ll always remember my job interview with Roger. Interviews at other places had always been done by one person, so imagine my nerves when I found out I was being interviewed by two people at the same time. Being interviewed by the CEO first made me extra nervous. I felt like I was saying all the wrong things and as soon as Roger walked in my nerves kicked up another notch. I knew they could sense how nervous I was, but Roger’s approach took me by surprise. I wasn’t expecting for him to be so amicable. I could tell right away that I wanted to work for him and I really wanted to make a great first impression. As the interview unfolded I found myself feeling calmer and smiling more.

Roger gave me the sense that I could really be myself (while staying professional). I felt really comfortable and confident in answering their questions. He asked me what I was looking for in a career and why I was wanting to make a change. I know these questions are part of the interview process, but I liked the fact that he took the time to actually listen to what I had to say. Time honestly went by fast and Roger tried to make the interview as painless as possible. I felt really confident, but I knew that if I didn’t get the job it would only be because I had zero experience in the Sales department. I wasn’t expecting to get the job, but to my surprise I got a call from Roger giving me the great news!

My first day was really intimidating. Having zero experience, I didn’t really know what to expect. As days passed I found myself doing things I never thought I could actually do. Roger was honestly one of the best mentors I’ve had. He always pushed me to do new things and really made me come out of my comfort zone. He always took the time to listen to me when I would come to him with a problem and he always seemed to have a solution. Roger also worked with us individually, but he found a way for all of us to use our weaknesses and our strengths to help one another. He always acknowledged our triumphs and made sure to make us feel like equals. Even though we were a team, he allowed each of us to grow individually. I think that’s why I enjoyed coming to work every day. We were like a family, but we all had our own voice. He cared about our future, and that’s what made Roger different from all the other mentors/bosses I’ve ever had.