Posts Tagged ‘Attribute Index’
Noted sales expert Zig Ziglar said an “attitude is a habit of thought.” If we apply his definition to what makes a great sales attitude, the response will be various habits of thought.
These attitudes can be observed through sales behaviors that are supported through various talents. When these talents are combined, they turn into sales skills.
Since each salesperson is a unique individual, he or she will demonstrate a different sales attitude. For example, being able to sell is many times based upon the talent of persuading others. Two behaviors for this talent might be:
- A behavior is to have someone change his or her mind
- A behavior is to demonstrate emotional intelligence
Emotional intelligence begins with a habit of thought. Emotionally intelligent people have the attitude of recognizing and understanding the emotions of others; recognizing and understanding their own emotions and then being able to manage both. These individuals do not engage in reactionary, emotional behavior.
Another talent might be personal drive. Here the salesperson completes given tasks on time and is always challenging himself or herself to learn something new. These are the salespeople who have a sales attitude to challenge the status quo.
A great sales attitude looks different for each salesperson. However what is not different are the results. These results are reflected by increase sales, high percentage of sales conversions to a continually filled sales pipeline.
Just think about the possibilities specific to your sales results if you could learn your 78 key talents and improve how you make decisions? Would you increase sales? Would you have less stress?
Now is the time early in the 2017 sales year to take advantage of this special opportunity until 3/31/2017 to not only learn those 78 key talents (Attribute Index), but your communication style (DISC Index) and what motivates (Values Index) you to increase sales.Share on Facebook
One of my colleagues, George Richardson, shared this quote by a Dr. Nancy Synderman “Prescription without diagnosis is malpractice” with me nearly 20 years ago. These words are so true especially for those in any professional role including salespeople, executive coaches, consultants, leadership and management.
How many times do those in any of these roles of sales, executive coaching, leadership training or even management prescribe a solution without a formal or even informal diagnosis? Maybe this is why so many are thrilled with the quick fix and yet are dissatisfied with the results?
Yes an effective diagnosis is an investment of time, money and energy. However the rewards far exceed the investment especially when one examines all the “redos” from bad prescriptions (solutions). Possibly the ongoing issue of failed execution is because of poor to non-existent diagnosis.
With the outsourcing marketplace continuing to expand, there is a whole influx of executive coaches and consultants. Many of these individuals hang out their hats without any formal training or the use of any formal and proven tools. They diagnosis and potentially are committing malpractice.
What ends up happening at least from my experience is other experienced executive coaches and consultants (results driven) must first undo all their poorly designed solutions. The client is now 20 yard behind where he or she started because of the previous coach’s bad solution.
Then there are those in executive leadership and management roles who make reactionary decisions based on their gut or what they think needs to be done. The authors of Fail-Safe Leadership share a great vignette about a CEO who wants to increase sales. What happens is each of his executive team take contrary actions that create further misalignment and potentially decreases sales.
When my executive coaching or consulting sales leads balk at taking a proven psychometric assessment or cultural assessment, I present this scenario.
Imagine you are going to your doctor because of a headache. You tell the doctor why you are there and he or she immediately prescribes brain surgery without any examination of you including an Xray, MRI, blood work tests, etc. What would you do? The answer usually is run out the door and seek another opinion.
So why would you engage in any solution without verifying what is really happening?
Misguided decisions create misdirected actions also known as failed execution. To avoid this all to common situation, make sure before embarking on any solution (prescription), you have taken the time to invest in a proven assessment (diagnosis). You will be glad you did.
Did you know you can measure 78 key attributes or talents? The Attribute Index is one of the most accurate and proven psychometric assessments for individuals who truly wish to know what they do well.Share on Facebook
Attention entrepreneurs, do you become frustrated with how your employees communicate with you? Does this frustration often times turn into aggravation to even developing a negative attitude toward one or more employees? Then there is a proven solution for you provided you have clarity before you make the your buying decision.
Possibly most of your frustration comes from a misalignment between how you receive your communication and how your employees deliver their communication? This misalignment creates a communication gap and over time this gap can increase unless you take the right action.
Giving employees communication training is potentially a good right action provided they understand how you as the business leader communicates. Unfortunately what happens is the lack of clarity around how you best receive communication is never addressed. Communication is a two-way street not a one-way street. Your employees are not mind readers. Let me repeat that in big, bold letters.
Entrepreneurs – Your employees are not mind readers!
Imagine for a moment if your employees knew what to do and what not to do when communicating with you? Then imagine if you could adjust your communication style to work better with your employees, how
- Much time could you save?
- Many negative feelings could be reduced to eliminated?
- Could your overall team productivity and results improve?
Research suggests most entrepreneurs are high problem solvers and work at a very fast pace. They want to receive communication in a specific way such as being very specific as to what needs to be done. Entrepreneurs also do not like to hear wild speculations without factual support. Also research suggests most employees especially not at the C-Level give and receive communication in a very different way. So far this same research has not revealed employees to be mind readers.
The solution to close this gap, reduce your frustration is available provided you have clarity as to what limiting your ability to effectively travel this two way street of communication.
Entrepreneurs -Take advantage of this special offer until 2/28/2017 and receive not only the DISC Index (a proven solution for effective communication), but the Values Index (what motivates you) and the Attribute Index (your 78 key talents). CLICK HERE to learn more.Share on Facebook
One of the most important sales skills top sales performers can have is to bring clarity to sales objections. This lack of clarity by the buyer is usually evident when stalls surface during the sales conversation. For example a sales stall could be “your price is too high” without any supporting rationale or facts.
Sales Objections Surface Because Many Buyers Lack Clarity As What Is Truly Important to Them
Sometimes buyers do not have crystal clear clarity as to what is important to them. A recent commercial for financial investing demonstrated how to bring clarity this sales objection of “I don’t have time.” The salesperson asked if the buyer was available at 10 am the next day and she responded no and offered what was happening. Then the salesperson continued to ask about different times of the day and each time the buyer said no and shared what she was doing. Finally, the salesperson said (I am paraphrasing) “Wouldn’t you like your investments to work for you as hard as you work each day?”
The buyer physically stopped to indicate she was processing the question and then said “yes.”
Of course this is a commercial, but probably one of the best examples to show how to bring clarity to those sales objections we all experience.
In many sales training programs to sales training books, sales objections are covered. Yet I have not heard or read where this term “clarity” or the “lack of clarity” is included in these resources.
Much of our sales lives and even personal lives revolve around clarity or the lack of clarity. When people have crystal clear clarity about what they believe, they know and they expect sustainable forward progress is possible. Unfortunately, the lack of clarity is truly one of those shadows in our lives, in the background, obstructing our view and hence our thinking and doing.
Speaking of clarity, do you know what you do well? Do you know how you communicate or how your behaviors are viewed by others? Do you know what motivates you to move forward? If not, take advantage of this special opportunity until 2/28/2017 by experiencing these three (3) dynamic psychometric assessments (Attribute Index, DISC Index and Values Index) that will begin to bring clarity to you.Share on Facebook
Value creation is still a popular term even though concepts like sales enablement or account based selling seem to be front and center these days. In working with a new client, I once again realized how value creation doesn’t really exist because what is really happening is value connection.
People buy to satisfy a want or need. Since the want or need exists consciously or subconsciously (latent needs), then salespeople cannot bring something into existence (create) that was already present.
What I believe good salespeople do is discover what the buyer values and then connects his or her solution to those very value drivers. Now if the buyer had taken the Values Index, the Attribute Index or even the DISC Index, then the salesperson could have a head start to understanding and then connecting to what the buyer values.
Value Creation Unleashes the Seller’s Ego
My biggest concern with this idea of value creation is the salesperson believes he or she can create value and that belief may have him or her walking down the no sales path. The salesperson walks in with the knowledge of the industry, some knowledge of the customer, hears (not actively listens) what the buyer is saying and now knows what the buyer values. His or her ego is in charge of the sales conversations and potentially ignores clues because the seller has been there done that and knows what this new customer values.
People buy on value unique to them. This is why there is such diversity in the world. The decision is made to buy from one salesperson even though the other salesperson had the same or even better solution.
Connecting to the value driver’s of the customer sometimes is easy and sometimes not so much. Good to top sales performers probably engage in value connection without realizing it. Consider looking to how you can connect your solutions to the value drivers of your buyer and discover if this makes a difference for your own sales success.
Until 2/28/2017 take advantage of this special offer and experience three (3) assessments (Attribute Index, DISC Index & Values Index) for a special investment. Click here to learn more.Share on Facebook
One of my colleagues, Jim Keenan, wrote a blog posting about who helped him the most in 2016. He then went on to answer how this person helped him. Keenan shared his posting with me and it got me thinking, truly thinking, that deep, dive down to your guts type of thinking of who helped me the most in 2016.
I made a list of people who had gone out of their way to be supportive. As I read the list, I saw the names of old friends and new friends, clients, colleagues and even some authors with whom I never had a conversation.
However, one name surfaced after all this introspection and that name was George Richardson. My connection with George began back in 1999 when I met him at a quarterly conference sponsored by Resource Associates Corporation .
Over the years, George has always been a gentleman’s gentleman full of grace and incredible knowledge. He is one of the few individuals I have had the pleasure of knowing who always gives credit where credit is due.
WHAT DID THIS PERSON HELP YOU ACCOMPLISHMENT OR ACHIEVE IN 2016?
George’s support was always present. He facilitated the knowledge of psychometric assessments such as Innermetrix Attribute Index, DISC and Values. George was always willing to share articles or those crucial tidbits of information to fill in the knowledge gaps. Finally George was very generous with his time including scheduling a mastermind meeting every two weeks to help other executive coaches and consultants to better understand these psychometric assessments.
WHY WAS THIS ACCOMPLISHMENT SO IMPORTANT TO YOU?
One of my goals in 2016 was to improve my understanding of these three (3) specific psychometric assessments and how they can provide insight into the field of talent management. An article I wrote on LinkedIn Plus was partly the result of George’s insight.
WHAT DID THIS PERSON DO TO HELP YOU ACCOMPLISH THAT GOAL?
Sometimes knowing someone is out there that has far more experience than you and is willing to support you means so much. George readily answered questions be it through emails or the master mind sessions.
HOW DID GEORGE RICHARDSON’S SUPPORT MAKE A DIFFERENCE?
Knowing that one false statement to a executive coaching or sales coaching client can have far reaching negative impact, George’s support provided additional clarity so I would be better prepared to avoid making those statements.
WHY ARE YOU SO THANKFUL FOR HIS SUPPORT?
In today’s world, there are still some people who are selfish with the sharing of their knowledge because they fear the competition. I am so grateful George is not one of those people.
HOW IS YOUR WORLD DIFFERENT TODAY BECAUSE OF THIS PERSON?
My world has much greater clarity when it comes to understanding and then sharing the results of these psychometric assessment tools.
WHAT DO YOU WANT TO SAY TO THIS PERSON, THAT YOU HAVEN’T ALREADY TOLD THEM?
George Richardson you are a blessing to this world, thank you.
FILL IN THE BLANK: I WOULD YOU LIKE TO SEE “DOUGLAS S. BROWN’ SHARE WHO HAD THE MOST IMPACT IN HIS LIFE IN 2016.
Please copy and paste these “who helped me the most” questions into your blog, your Facebook page or wherever you place your content marketing. Share your thoughts as well as your heart to uplift another and shine a bright light onto the pathway for 2017.Share on Facebook
End of the year or quarter is when sales managers review and then start setting sales goals. The reason I did not state “new” sales goals is because sales research suggests most salespeople do not achieve their goals (quota) estimated by TAS Group to be 67% and so the goals are not new.
Possibly the reason for this continued failure to achieve quota is because of this serious and unspoken presumption:
Most people know how to consistently set and achieve their own personal goals.
Just look to the number of people continually wanting to lose weight, wishing for more success or setting New Year’s resolutions if you disagree.
- Fact – Goal setting for the most part is not a learned skill
- Fact – Goal achievement for the most part is not a learned behavior
Think for a moment when you had any teaching or training on how to set your own personal goals? In many instances the goals were set for you by someone else and then you were left on your own to change your behavior to achieve the goal.
To believe salespeople when setting sales goals can achieve them when they cannot achieve their own personal goals is beyond ridiculous. This presumption is fatal to everyone concerned from the the individual to the SMB to the stakeholders.
For over 10 years I have been administering this one simple psychometric assessment, The Attribute Index, and it reveals that the super majority of people over 90% have “realistic personal goal setting” as one of their lower talents. When my sales coaching clients start setting their own personal goals and achieving them then it is far easier in setting sales goals and drum roll…achieving them.
Download this FREE 78-core-talents-self-eval-dl to self assess yourself and take advantage of a special offer to learn if you are engaged in this dangerous presumption.
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Most sales training and much of the sales coaching focuses on how to improve sales skills. To reach that next level of sales success may require going beyond current, almost cookie cutter, robotic sales training.
If current approach to developing sales skills is still not securing the desired results, then maybe something is missing. What is missing is how to recognize and leverage the uniqueness of each salesperson. That uniqueness is the combination of numerous factors such as personal experience, informal learning, motivation, decision making style and their supporting talents.
Would you believe there are 78 talents that all individuals have in varying degrees of ranking? These talents both interpersonal (extrinsic) and intrapersonal (intrinsic) can have a dramatic impact on existing selling skills. They also help to explain why top sales performers who achieve similar results have different approaches.
FREE Download AI-Self-Assessment-78-Talents
What I know to be true is with the over 500 professionals of which 50% have been involved in sales I have debriefed less than 2% know what they do well. Suddenly they realize how these talents contribute to their own uniqueness as well as how many potential sales opportunities they have missed because they lacked clarity about their talents.
Yes sales training is important as is understanding marketing in today’s social selling world. Maybe it is time to rethink how we train salespeople and look to developing them by identifying and then leveraging these supporting talents.
Never heard of the Attribute Index? Click HERE to schedule a time to speak wit Leanne Hoagland-Smith to learn more about the most accurate assessment in the marketplace.Share on Facebook
With the end of the year quickly coming to a close, my sense is for many salespeople, sales frustration is growing. Sales goals, sales quotas and sales revenues are still short. Sales management and executives continue to push sales teams. All of this pushing is not helping to increase sales, but truly limiting sales results.
Some believe frustration is because of a lack of a sales process, misalignment, unrealistic sales goals to even poor strategic planning from the top. Yet maybe the source of sales frustration is much closer to home?
What I know to be true, is most people do not know what they do well. I have debriefed over 500 Attribute Indexes as published by Innermetrix and can say nearly 98% (97.8%) of these individuals do not know what they do well. Conversely, they have know with nearly the same percentage (98.2%) what they do not do well.
Think about what these results are saying?
Do they make sense?
When we fail to know what we do well, our talents, we miss sales opportunities. Many of these missed sales sales opportunities can be directly linked to failures in earning the sale.
Additionally, when we focus on what we don’t do well, all that negative conditioning from childhood rears its ugly head. This is like treading water and making no progress to the finish line of a “closed sale.”
Frustration has physical manifestations from the tone of our voice to our overall body language. I also believe sales frustration can be sensed by the sales leads. For some this is called desperation which is the outward manifestation of frustration.
Stress is another outward manifestation of frustration. Salespeople end up focusing on what they cannot control instead of thinking about how to use their talents to bring a situation under their influence and ultimate control.
If you think you know what you do well, congratulations! However for many, they are surprised by the ranking of 78 key talents. If you are willing to be surprised, you may wish to learn more about this talent assessment or click here to schedule a conversation to learn more.Share on Facebook
Yesterday I attended an early morning local B2B networking event. The host asked everyone in the room to just state his or her name and his or her business. He emphasized not to give a 30 second introduction because there were over 30 people at this event. The first 15 people followed his directions. Then a leadership consultant not only gave his name and his company, he went out for another 10 second to provide additional information.
“Just your name and your company, I guess he doesn’t follow directions very well.”
Internally my thought echoed my colleague’s as well as this leadership consultant is:
- Ego (strong) driven
- Disrespectful of others (weak values, business ethics)
- Very desperate for business (increase sales)
- Clueless about B2B networking protocol
When someone who engages in leadership consulting demonstrates such poor leadership behaviors, he gives many other leadership consultants or leadership coaches a bad rap.
Leadership is about leading yourself first before you can lead others. This also means. at least for me. you must also demonstrate consistently positive core values or what some call business ethics.
Effective leaders know how to follow directions. Within the Attribute Index as published by Innermetrix, there are 78 key talents and following directions is one of them. This talent is described as:
“The ability to effectively hear, understand and follow directions or instructions. It is the willingness of an individual to postpone making personal decisions, or taking action, until they have openly listened to do what they are being asked to do.”
The three (3) key words for this sales leadership talent are:
- Hear (effectively)
- Understand (postpone making personal decisions)
- Follow (do)
Additionally at this talent is applied to this leadership consultant, he
“…may have difficulty completing tasks according to the directions. Again, it is less an indication that they do not intellectually understand the instructions being given, but rather that they simply feel they can make adequate decisions and successfully accomplish the task on there own, without the need for additional input…indicates a person’s tendency to discount outside instructions and rely on their own innate abilities…regardless of competency. (Source: Innermetrix)
Yesterday’s leadership consultant failed miserably at leveraging this talent. His ego was so consumed in his own world and needs, he insulted everyone else.
What is even more ironic is his website refers to changing behaviors. My sense is he better start looking inside to his own behaviors.Share on Facebook