Simple Methods Yield Big Results
Last year I read a book, Predictable Revenue, by Aaron Ross. If you’re not familiar with Aaron, he took over the sales team of a small company, struggling for acceptance in the marketplace, and in a few short years, built it to $100 million in sales. The company was Salesforce.com and you know the rest of the story.
After reading the book I contacted Aaron and, because of our expertise in recruiting sales talent, we partnered in a Strategic Alliance. I asked him if I could share a small excerpt from his book about building sales teams. He graciously allowed me to present it here. Having built and managed sales teams for healthcare, insurance, and RCM organizations I can say his recommendations are solid.
Here’s what Aaron writes….
If you want to build a solution-selling, high-value sales force, commit the team and company to invest in their success just as much as you expect them to invest in the company!
Internal Training Builds A Better Sales Force
Ongoing training can be the cheapest and easiest (yes, easiest) way to improve your team’s performance. It takes commitment and focus, but is always a great investment of your time.
The Best and Cheapest Investment In Your People…
…is consistent, regular training and coaching (especially new hires). I see again and again what a difference regular training makes in improving sales skills and results, reducing ramp time and increasing “promotability” (yeah, I just made that word up, but what a concept!).
Simple monitored practice exercises, with feedback, can make a dramatic, noticeable difference in performance, whether in public speaking, objection handling, phone skills, demos or personal/career development.
- A program with an ongoing, regular format.
- Includes exercises/role-playing and useful feedback.
- Is designed effectively, to make it worth your reps’ time.
- Follow through on everything: maintain the schedule, check progress, keep it fresh and don’t let things slip.
Finally, the most important thing to making this work is commitment from the CEO or VP Sales to follow through and stick to it. You will have kinks to work out over weeks, months or quarters. Internal training will only get the attention and time it deserves if the management team believes in it, and is willing to invest in it.