Hey everyone, driving here on my way to take my buddy Eddy home and as I was driving along here, now you can see we're stopped at a red light, otherwise I wouldn't be looking at the camera.
But it made me think about the importance of FOCUS when you're on your way to a destination and you're driving in your car, it's really important to keep your eyes on the road, 'cause if you don't keep your eyes on the road ahead and what's right in front of you it's very easy to get distracted and to either drive off the road, which is dangerous or, if a car in front of you suddenly stops and you're not paying attention you run into him and smash his car and your car up, and it could even possibly be much more serious than that.
So, it made me think about when we're on the road to achieving our goals it's really important to stay FOCUSED on the road ahead and not to allow anything that's around you to cause you to get distracted.
And actually, that's one of the biggest problems that people have and it's why so many people never achieve the goals that they set for themselves.
Because they start out okay on the road, looking straight ahead, they're very enthusiastic for what they're going to accomplish, but within a short time - a day, maybe a couple of days, or a week - they get distracted by something else and before you know it they've completely lost their focus on the road ahead and what it is that they wanted to achieve and, actually that happens to most people over and over and over again.
In fact, I just read something recently that said the average person makes the same resolution 10 times during their lifetime, whatever that resolution might be, but they never achieve it.
They make the same resolution 10 times every year at the beginning of the year and never get it done.
Why is that?
Because they allow themselves to get unfocused.
So keep your eyes on the road ahead.
Set your goals, figure out what you need to do to reach that goal and then stay focused.
And in our Massive Mindset Shift Bootcamp that's what we're going to help you to do.
We're not just going to help you to set really Big Hairy Audacious Goals, but we're going to help you to get SUPER FOCUSED so you can achieve those goals faster than you ever dreamed possible.
So, the bootcamp's starting on August 20th and I look forward to seeing you in the bootcamp.
Have a great day.
I wish you all the success you can handle.
Stay FOCUSED and have a good week ahead.
Good morning. Mike Allison here.
Just want to do a quick video about how to overcome price objections.
Now, for those of, like me, who follow Keenan, you know that he did a really good video last week on showing why price is really not a legitimate issue.
And he used two bottles of water, a great big gallon, which cost, I believe it was...you know, two dollars and something, and then there was a one litre bottle of Fiji water, and it was like ten times the price.
And he made the point that, the reason people will grab the Fiji water, 1) is the name - branding - they think it's better, but all it is is filtered water, and secondly, the convenience.
So people will pay a lot more just for convenience.
Now, here's another suggestion for you to overcome price objection.
If someone really likes your product, you've made your presentation, perhaps you've had two or three meetings, they tell you how much they love your product and then they object to the price in the end, what do you do?
You just say, "Mr. Customer, I know that price is definitely an important part or the purchasing decision, but tell me, what is it that you love about our service or our product?"
And then get them to list off all the things they really like about your service, your solution and your product. Because what you're doing is, as they're listing those things off to you, they're reinforcing in their own minds WHY they LOVE your product so much.
They're actually selling themselves, and that's going to help you to completely eliminate the price objection. So, once they've listed off all the things they love about your product, service or solution, then I would just ask them...
..."well, that being the case, you said you like this, it's faster, easier to use, your people here in the office who've tried it absolutely love, why would price be an issue at all?"
And let them answer.
So that's just one way that you can overcome price objections, get your customer, once they've brought up that objection, acknowledge it, but then get them to list off all the things they love about your product, service or solution.
They're just reinforcing in their own mind why they love it so much, and price will not be an issue, or shouldn't be.
And of course, if that isn't enough, you can continue to dig a little deeper, because underneath that price objection is the REAL objection and you've got to find that.
Have a great day!
Got a great way to overcome price objections? Please share it in the comments section below.
My purpose in creating this top 5 characteristics of awesome sales people post is to help you be a better sales person.
So, without wasting your time, here they are:
Modesty - definition: the quality or state of being unassuming or moderate in the estimation of one's abilities.
Despite what many may believe - that highly successful sales people are self-centered and aggressive - personality tests conducted on sales reps reveal that 91 percent of awesome sales people had medium to high scores of modesty & humility. (source)
Conscientiousness - definition: wishing to do what's right, especially to do one's work well and thoroughly.
85 percent of awesome sales people had high levels of conscientiousness, taking their roles seriously with a deep sense of responsibility for the results they achieve.
Achievement Orientated - 84 percent of awesome sales people have a highly driven and enthusiastic about achieving goals, excelling in their roles and constantly measuring their performance against their goals.
Curiosity - although it may have killed the cat, it's a vital part of the success for awesome sales people. 82 percent of the very best sales people scored extremely high for levels of curiosity. It seems they are natural sponges for exploring and learning new stuff.
Less Outgoing - this one's hard to believe, I know. Nevertheless, awesome sales people were 30 percent less outgoing and sociable than below average sales people. How cool is that?
More Hopeful & Positive - 90 percent of awesome sale people were categorized as being hopeful and positive and rarely feel sad or discouraged.
Confident - awesome sales people are not afraid to fight for their cause or rankle their customers while doing so. They are willing to challenge the customer's assumptions and mistaken beliefs.
The evidence suggests that, all other factors being equal, the personality characteristics of top performing sales people play a key role in their success and achievements.
Regardless of the business you’re in, from a large multi-national to a one-person coaching or consulting firm, you can achieve significant results by marketing on LinkedIn.
Do you want to generate leads, build brand awareness or establish strategic partnerships?
Whatever your goals are, LinkedIn will help you connect your brand with approximately 550 million professionals around the world.
If you’ve been wondering how to get started with marketing on LinkedIn to generate leads, grow your brand and get connected with the right people and companies, you’ve found just WHAT and WHO you need.
Me, because I’m ready to help.
Following are seven tips you can start using immediately to engage your audience and grow your business through LinkedIn.
If you’re thinking, “I want to market my business, so what’s that got to do with my personal LinkedIn profile,?” you’re not alone.
Many have asked that question.
But remember, in the end, who are you doing business with?
Other people, right?
People do business with people.
This is why I don't like using the term B2B, because you're still going to be engaging with other human beings and not with a "business."
That's why it's vital to start with your LinkedIn profile.
Think of your brand as an appealing and mouth-watering meal.
Your profile and the profiles of each of your colleagues are the various and unique ingredients making up the
recipe for that appealing and mouth-watering meal.
What do people see when they come across your profile?
What differentiates you from your competitors?
First impressions can be lasting impressions. What will compel someone to silently say, “I want to work with this person,” or “I want to do business with this person,” or “I want to connect with and get to know this person,” when they see your profile?
You’ve got so many opportunities to rouse the interest of your profile viewers.
Aim for 100 percent profile completeness.
As time passes you can tweak your profile, adding new achievements, skills, and examples of your most outstanding work.
Your LinkedIn Company Page is like the “personal” profile for your business, even if that business is just you all by your lonesome.
What will compel someone to say to themselves, “I want to contact this company,” or “We want to get this company working for us?”
Your company page should teach prospects more about the problems you solve, the services your company offers, your employees, as well as provide opportunity for prospects to engage with relevant content.
You’ll find more tips for creating and managing your LinkedIn Company Page below. In the meantime, start your LinkedIn marketing by creating a Company Page for your business.
Company pages are free for everyone.
Need help with LinkedIn?
Your target market is WHO you help and your niche is HOW you help them. Your GOALS should be lead generation and brand awareness.
Your company sells a simple and easy-to-use CRM APP for sales teams and you want sales representatives to try it, knowing if they do they’ll likely recommend it to their managers.
Your goal would be to raise awareness of your CRM APP among LinkedIn members having job titles like “sales representative” or “account manager,” etc.
A successful Company Page needs an audience. Following are two tips to attract an audience to your LinkedIn Company Page.
First, make your Company Page search engine friendly. Regardless of how your audience finds it, great SEO (Engine Optimization) can help your ideal prospects find your page, e.g. people searching for the exact solution, service or product you sell.
Here are three ways you can optimize your Company Page to make it search engine friendly.
Which words or phrases would your ideal prospects use when searching for the solution, service or product you sell? Use those keywords in your company profile information so they clearly represent WHO you help and HOW you help them.
Link to your Company Page.
Boost your ranking in search by creating links from your website, blog and/or other marketing materials to your Company Page.
Also, check if the LinkedIn profiles of your staff and colleagues are current. Adding your company to their work experience sections will create a link back to your Company Page.
Consistently share relevant content with your audience. Updates published on your Company Page will appear on your public page, and Google likes indexing that type of content. More frequency and more engagement by your followers equals higher search engine rankings for your Company Page.
More followers of your Company Page equals an expanded reach for each update you publish.
Therefore, it’s important to get more people to follow your Company Page, and here’s some tips for achieving that:
Send your customers and key partners an invitation to follow your Company Page as well as politely asking readers of your blog posts, newsletters and emails to follow it.
Does your website have a “Follow” button for your LinkedIn Company Page yet? If not, here’s a link to the LinkedIn Follow Company Plugin Generator. Go get yours right now!
Need help with branding & marketing on LinkedIn?
Your target audience wants to see engaging content, so avoid being salesy, because LinkedIn users don’t enjoy that.
Provide lots of value with each piece of content you publish. Be helpful, positive and inspiring.
Help your audience do their jobs better, easier, faster. Answer their questions and help them solve their problems and get over, around, under or through their challenges.
And besides creating, publishing and promoting your own content, remember to share a generous portion of insightful and engaging content produced by others.
Fresh ideas and thoughts from leaders in your field are also of great value to your audience. Publishing this type of content on your Company Page can help you to quickly grow your ideal followers.
“Buyers are looking for ways to solve their problems and avoid pain.”
When you provide fresh ideas and perspectives to help them do those two things they’ll be drawn to your products and services.
Here are two things to share:
Your viewpoints on the latest news and trends in your industry.
Products and services that will help your followers solve their problems and avoid pain.
Text combined with images and video are much better at communicating a message or telling a story than text alone.
I want to see you succeed on LinkedIn, because it’s a marketing and branding beast.
Put these seven tips into practice, be consistent and patient and watch your business take off.
Need to get off the LinkedIn Launch Pad?
I’m available for a 15-minute Discovery Call to see if I can help you.
This is the sales training and coaching podcast. A podcast featuring some of today’s most innovative trainers, coaches and sales leaders, sharing insights about what works and what’s coming next in the world of sales, training and coaching. Here are your hosts Mike Allison and Jeremy Shere.
Jeremy Shere: Ok Mike, how are you, how are things in Canada.
Mike Allison: Things here are great.. a little bit on the cold side…it gets cold here you know.
Jeremy Shere: I’ve heard that, actually in Indiana it gets a little cold..it gets a little nippy, just not as cold as Canada.
Mike Allison: Oh, so you don’t get 30 or 40 below Celsius in January? Oh well we do.. I’m sitting here with my parka on as we do this…no I don’t have my parka on…
Jeremy Shere: That would be funny if you did. So for this episode of the podcast we talked to Chris and Andy from OTD and you know these guys a little bit right? Tell us a little bit about these guys.
Mike Allison: Oh yeah I know these guys well because I’ve actually done a lot of work with them. So Andy Crotty and Chris Cummins are the co-founders of OTD, which is a Birmingham - based consulting and training company.
OTD, just so you know, stands for Our Training Department. When a company needs training they say ‘who do we call for this training?’ They say, let’s call Our Training Department. Andy and Chris both came out of the pharmaceutical industry and what they have really specialized in, amongst other things, but they do a lot of training in coaching sales managers and training sales people in selling skills and really helping companies to ensure that the training they give their sales reps and their sales managers gets pulled through so that the skills get embedded.
They are very much, and our audience will hear this on the interview, they are very much about, not just doing a workshop and leaving but making sure that there’s follow up that’s done after the training so that the individuals trained really start to use the skills they learnt, that those become their habits.
Jeremy Shere: Ok Let’s get to it.
M.A. - Welcome Andy and Chris. Andy I would like to get your input. How to approach sales training and coaching? What’s your governing philosophy when it comes to that?
A: I think Chris would agree to this one. When we first started out back in 2007, our philosophy then was, the answers is yes, what’s the question? We focus very much on workshops and delivering inspirational workshops where we get great feedback from our delegates and that was all fantastic.
What we quickly realized is that, that didn’t effect any change. That left us feeling quite frustrated and obviously with the client also would feel frustrated as well.
Philosophy's changed a little bit now. Away from the instant gratification of a great workshop. How do we get the organization aligned with what we try to do and then how do we follow that up as well. So the philosophy now is not workshops but more about programs.
A source of frustration as well is we’ve faced in the past is, often when companies instigate sales training for example, it’s aimed very much at the sales reps and the sales reps alone. But if you really want to make that step change and get things to happen, then the marketing team needs to be involved, sales management needs to be involved.
Everybody needs to align around this new set of training, otherwise it’s an isolation and it basically dwindles away, and the same is true of coaching. Obviously we do a lot of coaching and we find it particularly effective when you align upskilling the managers to coach to something.
So if you align coaching to sales training for example, you get much better results in the long run. So I guess that’s our philosophy now, programs, not workshops and getting that change in what we are trying to do.
Mike Allison: What we’d like to know, to your mind, what’s the key, what are the keys to ensuring that sales training and coaching gets results?
Chris: Well I suppose it’s an invention that came about was a thing called Carpe Diem. So that is a program in and of itself. That’s Carpe Diem coaching. The whole premise of it, is that it takes 21 to 28 days to make or break a habit. So we will not just rely on the delegates to walk away from the training and say ‘ yeah we got a change’.
So one of the great things about Carpe Diem is that it tracks over the month after the training, exactly what the delegates are doing. And each delegate has a coach and the coach will coach them and work with them for 7 minutes every day.
The person has to work on 3 different goals. One would be a key goal, so that’s something that they have to, before they even get back home, have to achieve over the day. One of them is a reluctant goal, so that’s something that they are probably going to procrastinate over and we all have those sorts of things and the third one is a champagne goal, which is if you did that today, what impact would it have over the next 30 days to 6 months.
So that is one of the programs which we, as a result of focusing less on an event and more on a program, and Andy can definitely back me up on this, we’ve had a big increase in the number of customers who want that because it’s measurable.
Mike: Now Andy, based on your own experiences and insights into sales and coaching, what would you say is the most common reason that sales leaders neglect coaching their team members?
Andy: That’s an interesting word, neglect. The way I would probably phrase it more is they prioritize other things sometimes and I think that, certainly the first line managers in a lot of the companies that we work with have a multitude of responsibilities.
They are often called into the office to do meetings and marketing meetings etc. I find that they will often prioritize that over a coaching visit with their people. There’s also ‘a’ culture within the company and how they establish the coaching culture. Even in the same companies we work with the cross over geography, a region, you will see some managers that will do 3 days in the field a month, and then other managers that will do 15. You get this variety and that’s often the culture that is developed by the 2nd line sales person who is more senior.
Then added on to that, where you get first line managers who are actively coached by their bosses as well. I think when you do get that, that in turn has an impact on how they work with their own people as well.
Mike: Now I’m interested in knowing, Chris, how has developing a coaching culture affected the sales organization in the companies that you work with, and if you have any specific examples of how developing a coaching culture has really helped improve business results for the companies you work with.
Chris: Funny you should say that. I was working with one this morning. I have an example from the past, where we spent the best part of 4 or 5 years working with one company, running the bi-annual workshops, or coaching. That was it. And then a new guy came in and said, ‘I don’t really understand why you’re sending me feedback forms, it’s not one of my goals or objectives’.
Then I had to sort of take a step back and say, what are we trying to do here with these guys? There are people all over Europe in this situation who’ve benefited from the training but actually they’re not benefiting from anything else..and that’s where the Kirkpatrick model came into being really, for us.
Also another article which focuses on developing a world class coaching culture. There are a number of indicators which you can use to show a company whether or not they’re managing coaching culture. One of them is involving the senior leaders.
As Jeremy was talking about, getting them to coach their coaches as well. So we approached the organization and said, look, you’re absolutely right, what we’ve got to focus on now is the second line managers.
It was really interesting because he called all the 2nd line managers across Europe together and the excuses these managers gave, and I use that word on purpose, because they were saying: ‘Oh that means that if we free up time to give our managers more time to coach people and start creating this coaching culture, then it means we have to do more work’.
It just went silent in the room. We weren’t going to answer, and I think the light bulb suddenly went off, because a lot of them were giving their sales managers "development opportunities," in parenthesis as it were.
So they weren’t really development opportunities. It was just passing off and giving them more work to do. And you know, the great thing was, once they had that lightbulb moment, there were 2 things that happened.
Within 6 months the amount of time in the field for their coaches went up from being 28% of time in the field to 65% of time in the field…you might think that that’s fantastic, but the cynic would say that’s fine but how are they doing in the field?
A year later, that team was top region, and they remained top region as a result. So they actually developed this coaching culture now to the point where a lot of time we get calls from the general manager, who is one up from the 2nd line sales manager, asking us to work with the 2nd line manager to help them give them more coaching tools to coach their first line managers.
So it’s definitely made a shift. And I’m sure Andy has loads of examples as well with some of the accounts which he is responsible for. So that’s just one example.
Mike: Wow..that’s really interesting. So Andy, what is the secret from your perspective to becoming a world class coach?
Andy: We finally found you Mike…I have to think about this question and I think there are a few things.
I used to have an old boss of mine, used to every month put an hour in his diary and it was called one-to-one with Humphrey. I couldn’t work out what this was initially, but eventually we found out. And what it was, he protected that time every month and he would just basically sit down on his own, no phone calls, no emails, nothing and just think about his team and his business and what actions he needed to do to support his people over the next month.
It seems like a simple idea. If you want to be a world class coach, you’ve got to plan to do it. We can all have flashes of brilliance in the moment, occasionally this happens but my belief is that if you want to be a world class coach you’ve got to plan to make that happen. Give yourself time to be on the business, and not in it.
And during that time you can start to think about what are the needs of your people and how you can start to tie in your coaching to what they need. I think that if you can give yourself that time you can also be a lot more creative than you would be if you were doing everything on the house.
There are a couple more things you can do to be a world class coach. We all continue to need development and make sure you keep each other, and this might sound a little counterintuitive, Chris is the most avid reader of books I’ve ever met and I think that’s really important.
This might sound a little bit strange as well. It’s also good to read really good fiction, because in reading those books, you get different ideas that spark our creativity as to what you can do, different scenarios that help you think differently than how you might traditionally think.
Jeremy: Do you think that anyone can become a world class coach or at least a competent, very good coach? Or does it take a certain kind of personality type to really get good at it?
Andy: I’m going to link that question back to the 2nd line and senior leader coaching culture. I think there is a big pressure on people in those positions to know the right answer. They perceive they know the right answer and the way forward. So again, I think one of the key requirements of a world class coach is to first of all accept that you don’t always know the answer, and you can co-create the answer with your coachee, just by good listening and good questions.
So can anybody be a word class coach? I think there is a certain skill set that you need as a prerequisite to be that, and that’s the skills you need to develop first. If you can’t listen then you’re probably not going to be a great coach.
Mike: Chris, I’m throwing this one back at you. What role does coaching play in the reinforcement of training? In other words, why is this so important if you want to reinforce training that people have already been put through?
Chris: Yeah, really interesting. I’ll just tell you a story from today without naming names. I did a workshop in Japan 3 months ago, and actually we did it with a simultaneous translator as well and the whole point was, the trainer who was involved in this with me, she was observing me, she after the training, our job was to start reinforcing all of it with the sales managers.
She came back to say that she doesn’t feel confident enough based on what was observed during the training. So what we decided to do, was just about to put a proposal together and was going to speak to Andy and after it to figure out who the right coach should be, we all agreed as a business and we should have the right coach for her so that she can then coach those people to reinforce the training right.
So for me that’s an example of where coaching is so important in reinforcing training. I think the companies realize themselves, in fact the guy that is the global head of L&D phoned me straight away afterwards and he said ‘Isn’t that amazing Chris, we train these guys up, we run these train the trainers, they walk away saying, fantastic, this is great life changing, but then what we don’t do is, we don’t check to see their level of confidence in delivering this in their own markets. So there you go, that’s the missing piece."
So he’s decided that, that lady is going to get possibly all of 5 coaching interventions on Skype. Not to focus on the content, but to focus specifically on coaching her, so she feels confident enough to coach these guys. So here’s an example. They’re happy to invest the money in her, that wasn’t part of the original plan. So there is an example, if that helps.
Mike: Andy, what support and resources are available to organizations, to companies, when it comes to coaching and training?
Andy: I think they probably have more resources internally than they currently understand and it involves a bit of a pitch right now, what the organizations think they need, is a quick-fit selling model to sort out the problems of the fullness of the brand and sales team.
But actually what they’ve got in house we’re going to try to hopefully help them realize across the business, they’ve got all sorts of people that can help develop that internally. How they set it up, how they get a change program happening. Try to do things in isolation, work with their internal resources first.
And then I think there are a plethora of L&D organizations out there they could look to and if they came to us to think about how they can get the program going, I think we are confident that we can do the great workshops for them, as probably most organizations like us are as well, but I think what we are also developing here is a bench marking system for coaching skills and for selling skills.
They want to look at where their organization is currently, what’s the level of skills before the program starts. We can do that and then re-benchmark after the program and then 6 months later to really show them that step change they are achieving through delivering great content but also reinforcing it with great coaching.
So now there are resources available which can begin to look at the Holy Grail of looking at the impact of your training for your business.
Mike: Chris, please share with us your favourite quote.
Chris: A year ago I got this famous quote which sticks in my head anyway, “Don’t focus on comparing yourself against other people”. Basically the best comparison is you versus you yesterday.
Mike: And Andy, we’d like to hear yours too. Do you have a favourite quotation that you’d like to share with our listeners?
Andy: As the organization that we are and the clients that we work with, together with them we can create the right environment for people to improve and to learn to develop. We can create that environment and give them some tools, techniques and all that stuff. This isn’t really a quote really, but the advice given is, when it comes to self development or personal development then all of us are self-employed. No one’s going to do that for you, create the environment. If you want to change, it’s down to you ultimately.
Mike: Great. Now finally, what is the one piece of advice that you’d like to leave our listeners with?
Chris: Yeah, it’s funny, it’s very close to Andy’s really. This was my philosophy when I was working, cause we don’t like to view this as working anymore, When you’re working you rent your services to an employer. Now it’s up to you how you want to be. Either you want to be absolutely world class, so that any employer would refer you, or you can just be pretty average, don’t put your head above the parapet, and just turn up and show up for work.
It doesn’t matter whether you work for a company or not, we’re all self-employed as Andy said. Be the best you can be every single day.
Mike: So I want to thank both of you guys for taking time today. Thank you for answering some of the questions for us in providing us with insights that you’ve gathered over the years to really help organizations get the most out of their training so that their people can really put into practice what they learned and that way companies get a great return on investment when they are doing training. Thank you both so much.
That does it for this episode of The Sales Training & Coaching Podcast. If you liked what you heard, we want to ask for your help to make the podcasts even better.
First, if you haven’t already, subscribe to the podcast. You can do that on your mobile podcast app or on iTunes.
Second, when you’re on iTunes, please leave us a comment and tell us what you like about the podcast.
And third and finally, we need your support, even if it’s just a few bucks a month. That will go along way toward making it possible for Mike and I to do more interviews with amazing sales trainers and coaches and keep the podcast going. Pitch in and go to our website at The Sales Training & Coaching Podcast dot com, where with a few simple clicks you will be able to contribute.
Thanks for listening.