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Selling Power Magazine Article
Growing Sales During a Downturn
Is your sales team hanging on to any old habits that used to get great results? Here’s a list of what should go out the door when the economy slows and how you can take steps to adapt successfully.
Out: Management and motivation by numbers. In: Better coaching.
In boom times, sales leaders rely on numbers to keep morale and momentum high. After all, when the numbers look good, keeping score can be highly motivating. As a result, managers become used to highlighting great results in order to inspire ongoing success.
During a downturn, however, sales organizations quickly get a realistic picture of their limitations. At such times, excessive focus on the numbers and a lack of substantive coaching become demoralizing and, in many cases, actually accelerate the decline in sales performance. Instead of focusing on numbers, companies can adapt to a weak economy by deemphasizing the scoreboard and empowering sales managers to become great coaches. Here’s how to get started:
1. Find great coaches and put them on a pedestal. A leading professional-services company recently implemented a 360-degree review process to assess which managers were building the most effective teams. Results were distributed to all managers, and high achievers were asked to mentor their peers.
2. Develop a training curriculum that teaches managers how to coach. A seasoned sales executive from a Fortune 1000 software company acknowledged, “There are no naturals when it comes to coaching. Everyone needs to learn the skill. Training in this area is crucial.” This company hired an external firm to teach managers to be better coaches. After initial training, managers met with their trainers on a biweekly basis to review progress.
3. Provide new tools and systems that coach reps on how to achieve better performance. A leading financial services company recently found that investing in new technology during a downturn can pay off. By implementing new software that coached reps on the next best step during a sales cycle and using business-intelligence tools to identify potential cross-sell opportunities, the company grew revenue by 10 percent.
Out: Laissez-faire sales management. In: Setting small, achievable goals.
When sales are strong, companies can afford to let their sales reps off the leash. Reps who have plenty of deals in the pipe are therefore more willing to exercise new sales techniques during actual sales cycles. But when deal flow decreases and sales cycles lengthen, reps have fewer opportunities to perfect their selling skills. As pressure to close each deal grows, reps often retreat to familiar – but less effective – selling tactics, such as discounting. These approaches frequently end up backfiring on a grand scale; discounting conveys no true competitive differentiation and results in lower win rates and diluted margins.
In such an environment, management needs to create opportunities for reps to master sales techniques before sending them out to compete in high-stakes deals. The great football coach Bill Parcells once said, “When you set small, visible goals and people achieve them, they start to get it into their heads that they can succeed. They break the habit of losing and begin to get into the habit of winning.”
Sales leaders can start to profit from implementing small, achievable goals in various ways. To start, every sales organization should have a playbook that outlines the key scenarios they will face, how to best position solutions, and how to deposition the competition. Ideally, representatives from sales, product development, and marketing will have a hand in developing the playbook, and it’s often helpful to bring in a third-party facilitator who can provoke discussion and act as an objective sounding board.
Once playbooks are developed, reps should be tested on their ability to apply them in sales scenarios. A leading investment-management company begins every sales meeting by selecting a handful of sales reps at random to deliver the corporate pitch. The sales executives never allow the presentations to be delivered as planned. Instead, they confront reps with a series of challenging objections collected from the field.
Lastly, effective companies use performance-management tools to highlight successful behaviors. While these systems track overarching milestones, such as the total amount of revenue reps are expected to book during the year, they also keep reps focused on small, tactical efforts. One sales organization used a performance-management tool to track a three-step process designed to accomplish this end: reps had to complete a certification test on delivering the company’s value proposition, gather specific pieces of information about target companies, and allocate 15 percent of their week to executive outreach via phone and email. Using the performance-management tool, managers tracked progress against each of these steps and identified where reps were falling short. They then set daily or weekly goals with these individuals to improve performance. In four weeks, the company increased the number of executives it met with by 80 percent.
Out: The idea that only (continued on page 2)
– Justin Shriber
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