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facilities. While Boot Camp is hard work, to meet the team-building goal, outside networking opportunities should be included. 4. Design your training: Structure your Boot Camp as an intense graduate course in selling for your firm. Breaking down your firms sales process is a good first step. Once you determine the key categories of your training, you can then determine specific content and identify the r ight trainers. 5. Determine passing criteria: To retain only the best sales recruits, it is important that you incorporate a testing and evaluation process into your Boot Camp. For example, at FTI it is mandatory that new sales recruits be able to deliver a strong demo and sales presentation in support of one of their core service lines, TrialMax®. If a sales candidate does not meet this expectation, he or she is deselected. Exhibit 4.3 outlines the core sections that comprise FTIs Boot Camp training. Note that each section addresses skills, knowledge, or process, or some combination of the three core training areas. As you develop your new recruit Boot Camp, seek out insight from your firms consultants and current sales professionals regarding content. You can also research the best practices employed at leading firms. 90- to 100-Day Marks Sales Preference Questionnaire * Evaluation. Each new business win begins with the sales call; without the phone call there can be no connect and no win. Thus, for a sales professional, ability to call and prospect is critical. After a sales professional is on board for approximately one quarter, or between 90 and 100 days, the next step in training is to conduct an assessment that will analyze and predict the success potential of the individual professional. The assessment tool that I recommend is the Sales Preference Questionnaire (SPQ*GOLD®), The Call Reluctance® Scale. This tool detects and measures all 12 types of sales call reluctance. It is a 110-question computer-scored assessment that was developed by behavioral scientists George W. Dudley and Shannon L. Goodson. It is internationally recognized and considered one of the most rigorously validated instruments of its kind. The tool can be used to streamline selection procedures, maximize training, and improve sales productivity. As both a training and a coaching tool, it is invaluable. It provides on-target insight into individuals and, if used correctly, can help your sales professionals overcome potentially career-limiting emotions and have a better chance at great success. No More Cups We jokingly refer to Elisabeth as having been born in the lobby of FTI; she had been with the firm since its beginning and had performed well in many different roles before moving into sales. As a manager, I considered Elisabeth to be a high-potential salesperson-she had both deep
Exhibit 4.3 Boot Camp Training Topics for Sales Professionals (continued)
Exhibit 4.3 Continued knowledge of the firm and the capability to succeed. However, Elisabeth could not pick up the phone. It was so painful for Elisabeth to pick up the phone that, as an incentive to phone canvass, she created the cup system. On her desk were two cups and a stack of dollar bills. If she dialed the number, she moved one dollar to the first cup. If she booked an appointment, she moved the dollar to the second cup. At the end of the week, she allowed herself to spend the dollars that were in the second cup. Now, here was a sales professional with immense potential who could not pick up the phone. As a manager, I chose to invest in Elisabeth and reached out to an outside consultant, Rose Venditto, principal, Sales-Essentials Group, Inc., to employ the SPQ*GOLD® tool. Rose worked one-on-one with Elisabeth for a full week to help her overcome her phone canvassing challenges. She helped understand her reluctance, create a discussion script, and better understand the kind of sales conversation that will get a positive result from clients and prospects. Now there are no cups! The insight gathered via the assessment tool, combined with intensive coaching and the willingness of the sales professional, resulted in great success. Today, Elisabeth is FTIs number one salesperson, with $10 million in sales this year. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 [ 38 ] 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 88 89 90 91 92 93 94 95 96 97 98 99 100 101 102 103 104 105 106 107 108 109 110 111 112 113 114 115 116 117 118 119 120 121 122 123 124 125 126 127 128 129 130 131 132 133 134 135 136 137 138 139 140 141 142 143 144 145 146 147 148 149 150 151 152 153 154 155 156 157 158 159 160 161 162 163 164 165 166 167 168 169 170 171 172 173 174 175 176 177 178 179 180 181 182 183 184 185 186 187 |