Disqus - Latest Comments for timlast

Re: Is Sales Changing?

timlast — Wed, 02 Sep 2009 20:58:48 -0000

JIm - Fundamental Change...I'm not so sure.

Yes we see new modes of sales/new channels as a result of the web and the plethora of connections that can make. Yes some new services and products can now be successfully sold online/automated with little interaction from a real sales person (but that happened back in the earliest days of commercials on black and white TV so its not quite so new media)...Socialcast and others may have got into 100's of companies and 10,000's of desktops...but that doesn't mean they've made a sale, or will make one (giving away your product as a way of encouraging uptake has never struck me as a good way to start out...you're not left with many places to go after that).

When you're trying to persuade (or 'influence') a client to take your solution vs your competitors, I think it still comes down to a set of skills, process and emotional responses/cues which are inherently human. Whether its browbeating the guy on the phone/doorstep to get his gutter cleaned, or the CIO in the boardroom to go with your complex solution..'traditional sales' still has its place and always will. The key is you're in competition..if you have a monopoly, a significant market innovation or a free product...then you're not going to need the sales guy.

like the question..

Re: What Really Motivates Sales People

timlast — Thu, 06 Aug 2009 12:09:45 -0000

Motivations are complex even with sales people...money is clearly one, but not necessarily #1 , although I think it varies by industry/company etc and of course by person. Many people are motivated to do better (or sell more) but motivations can vary..money, recognition, security, enjoyment, fear even

I don't however agree with the previous blog that money's 90% motivation for sales people...

I think seeing a direct correlation between job/effort and reward is often high in sales persons list..and thats most easily realized/recognized through comp plan. But I believe organizations should look to different and additional ways to 'gratify' peoples motivations when they sell well..provide more job security, offer advancement, provide incentives that are not monetary..these are often more complex needs/more difficult to meet, but if you can you can differentiate your 'compensation plan' and make it a source of competitive advantage.

Re: Why Your Quota for Next Year Will Be Unrealistic!

timlast — Thu, 06 Aug 2009 11:57:44 -0000

jim - good blog...tricky part is treading the line that uses data and rationale to build a plan, but then challenges the organization to beat it. Not in a way that's crazy and unachieveable, but the 'shoot for the stars you hit the moon' analogy.
Sometimes leadership will pay lip service and know that they have no intention of supporting their team to enable this to happen, but good sales organizations provide the right amount of reality/data, the right motivation/inspiration and the right support to enable teams to achieve extraordinary things. This is often a tightrope walk where failure appears to have extreme consequences and success great glory...but if you can persuade the team that the tightrope is 2 feet off the ground,rather than the 100 stories it feels like...then surprising how many sales teams will rise to the challenge and achieve.

Re: What Motivates You?

timlast — Fri, 24 Jul 2009 11:12:25 -0000

agree..creativity yes...but for me you have to remember the visceral / adrenalin soaked thrill of winning..might be a bit over the top for technology sales, but if you can bottle that moment when the hard work paid off, it can motivate you time and again to recreate the same feeling.

Re: 6 Ways To Get More Out of Your Sales Team

timlast — Thu, 23 Jul 2009 19:08:44 -0000

good points...also don't just manage up or down, do both...you're no good to the team if when they ask for help you don't have the tools & influence to help them.

And don't throw your guys under a bus in front of your boss or others if their performance sucks. Deal with it, manage performance, but a good team is a motivated team and I've seen nothing destroy confidence and camaraderie quicker than a boss taking the cowards route and blame his team for poor performance.