Time and time again, when people hire me to revitalize a winery or distillery’s sales team on the gurney, the proposed solution is “more sales training.” More often than not, however, the key to moving product and making money actually depends more on a sales
One of the greatest thrills of a top-performing salesperson comes from hitting their sales goal. Not just once, but consistently. So when you, as a leader, habitually put the targets out of the reach of even your best performers, it’s like shooting yourself in the
Conventional wisdom is a powerful thing but it is also frequently and horribly incorrect. As human beings, most of us are definitely motivated by rewards. But, when it comes to using sales incentives to “motivate” sales people, the misconceptions abound. I’ve written before about the
I’m not sure who would actually want to demoralize their sales team, but I’m sorry to say it happens every day of the week. I mean, everyone wants their sales team to consistently perform at a high level, right? But, like many things in business,
I know of no more challenging aspect of being a sales leader than making good hiring decisions. Leading sales pros requires very different proficiencies than just being a top sales performer in your own right. One of those skills is the ability to assess talent.
After leading dozens of salespeople and reading thousands of sales call reports over the years, I have developed a highly receptive “BS detector.” Effective salespeople typically have winning personalities. Which can be a double-edged sword. They have that perfect combination of being great listeners and
Some sales leaders believe the key to generating high levels of performance from their sales team is to threaten, bribe, cajole, and berate them. “Leading” by fear and intimidation is hardly what I’d call leading. In fact, if you are currently part of such a