Turn Back the Clock via 1974

Today my sales team attended a seminar by one of the more notable sales trainers in the country over the past 30 years. Halfway through the seminar I came to realize how great our two styles of selling contrasted. The material seemed dated with the traditional 1970's closing techniques. For half the afternoon, the speaker focused on how to close business. That's when I knew this wasn't for me, I couldn't bare listening to the (9) different closes. And what's even worse, several people were buying the speakers books and cds. I guess I feel fortunate enough to know that my competition hasn't figured it out yet.

Also one of the more noteable differences had to do with "control" of the sales process. This out dated approach to sales, reinforced by dozens of carefully honed techniques, aims to control the prospect. In my opinion, it's not much fun to have someone try to control you. IN FACT its' a turn off.

When you spend time with a genuinely successful salesperson, pay close attention and you'll see that none of the hundreds of standard sales techniques are what makes them excel at what they do. They may utilize some of these when necessary but what makes them great is that he or she is wholeheartly interested in the other person.

The truth about selling is that isn't not about your product, not about the close, and it's not about you - - it's about the other person. Genuinely great salespeople are not great because they have mastered "the close", or because they can spin any type of customer objection. They're great because they focus on providing value to the other person, regardless of "making the sale".

P.S. I wish my team could have listened to Jeffrey Gitomer today, his content is current, and practical. Not forced.

To whom much is given...much will be required

I've been reading Coming Back Stronger, by Drew Brees, which has been a memorable read. One of those memories that sticks out in my mind was Drew's ability to lead by example. During a week of prepartion before a Big Ten game, Drew always was the first to the practice field and the last to leave after films.

Several times I'd find him leaving late at night with game film in hand to watch at home. Even during wind sprints he wouldn't let others out hustle him, which inspired the entire group to push even harder.

And during Rose Bowl practice, Drew got tangled up with our starting defensive tackle, Matt Mittrione, who now holds the title as a world class ultimate fighter who beat Kimbo Slice. The coaches broke up the dispute but Drew didn't back down, and Matt certainly had the size advantage at six foot three inches and two hundred and eighty five pounds.


I mention these examples because we all experience several different styles of leadership. Some we want to emulate and others we'd like to avoid. At work, are you the first to arrive like Brees or the last to close up the office? What kind of example are you setting with your colleagues?

Lee White's Playbook

Early on in my sales career I came across a quote by Jeffrey Gitomer that states, "If you make a sale, you can earn a commission. If you make a friend, you can earn a fortune." Its too bad this philosophy is rarely used in sales. Those who employ it, like my friend Lee White who works at Mainscape (commerical landscaping/snow removal), are the top performers and the top paid salespeople.

Lee builds genuine relationships. He doesn't worry about his quota. Lee concentrates on the value he provides to his customers and the potential orders that follow these connections. He doesn't win on price, Lee wins sales on friendship. I'm glad I've had the chance to shadow and watch people like Lee build wealth the right way. And oh by the way did I mention that Lee White doesn't cold call. How many life long friends have you made cold calling?

I believe his mantra goes like this, "make friends before you start, or don't start at all. Fortunately Lee has built an army of personal ambassadors who have a vested interest in seeing him succeed no matter what. How did he do this? I'll tell you, by "giving" first and then building genuine relationships. I'm sure there's a Lee White out there in your network who might be willing to share a few trade secrets, why not take the time and reach out.

Four Things Employees Need From Leaders

My wife has an uncanny ability to discover worthwhile content via Twitter. Her "re-tweet" included a link by Dr. Cleve Stevens about transformational leadership and its importance. Check out the four things employees need from leaders.

1. The need to love and be loved - We usually think of love as beyond the pale in the work-a-day world, but the transformational leader vividly understands that tough-minded caring is essential to leading and developing a powerful, full expressed workforce.

2. The need to grow - The only alternative to growth is death and decay. By creating a culture that allows our people (and ourselves) to grow, we are expanding our capacities as leaders, as employees, and as human beings.

3. The need to contribute - When we are contributing in a significant way we have a preace of mind. We know we belong. The simple pricincple at work here goes something like this: life works when we forget about ourselves and contribute to others. to feel fulfilled and empowered, employees must know they are contributing to the whole.

4. The need for meaning - We are meaning-seeking creatures. If our lives lack a clear sense of meaning, if we are not engaged in some larger purpose, we will not be fully satisfied, regardless of whatever else we may have.

Hire an Athlete for Your Next Opening

John Wooden once quoted that "Sports do not build character. They reveal it."

Here's a concept: Hire an athlete. It may help you as an employer to make the right choice, or at least a better choice. As a former athlete entrenched in the staffing world, I've seen this concept used often to help several organizations in their hiring practices. If you're an employer, you may want to look past job experience, and read deeper into athletic experience. It will give you greater insight as to the life skills of a person, not just their job skills.

Since employers are always looking for "experience" when they hire, why not look for smart, self-starting, positive people who know how to win. Wouldn't you rather have an eager athlete you can train, than a know-it-all with ten years of experience who knows everything before they walk in the door. (Excerpts taken from Jeffrey Gitomer)

Mastering a 3-Way

No, I'm not talking about eating a 3-way at Skyline Chili, nor am I going to expand on the French term "menaje a trois". I actually wanted to share more about how to artfully schedule a three way lunch if you're trying to make a solid connection.

For instance, if someone you want to meet is giving you the run-around, invite someone you know that they need to know with you to lunch. Call your contact and invite them again. You will build instant rapport and credibility with both parties.

A real life example occurred a few weeks ago when I was able coordinate a three-way lunch with a run-around prospective client. Since I always try to find a way to make people better as a result of connecting with me, I set up the lunch with a well known contact in the prospects industry. Both parties were able to collaborate and share experiences, which made the lunch all the more worthwhile. Plus the run-around prospect now saw me a resource of value.

So the next time you can't hawk down a prospective client, try doing some homework and set up a three-way lunch. After all, your network determines your net worth.

How Do I Get More Referrals?

Every Tuesday morning at 6am I wake up and read Jeffrey Gitomer's "Sales Caffiene" on my Blackberry. Recently I read a post by Gitomer that spoke on getting more referrals and how to take the right approach. And since my close friend (Jason Plunkett) and I have been strategizing on this topic, I wanted to share a few ideas that were highlighted.

1. Most salespeople simply beg for referrals, rather than work for them. That's why they get so few of them. The best way to get referrals is to give them first. The second best way is to earn them.

2. Let the person who referred you make the first contact, and talk about you as a third-party endorsement. Maybe even set up a three-way meeting or a three-way lunch.

3. Once you begin to put "giving" in front of "getting", your referral cup will runneth over.

4. If somebody gives you a referral and tells you to call them, but has not called them, it's nothing more than a lead (and an awkward one at that).