In today’s economy you can’t sit back and wait for more customers to show up on your door, nor can you leave it up to chance in your business that your team know how to deliver exceptional customer service and generate sales.

Are you doing all that you can to engage with your customer and create opportunities for them to feel important and special to you business and come back for more?  Don’t get left behind, take action today.

Ask Yvonne if you are doing enough in your business contact her at yvonne@yvonnehilsz.com

The message to this is that there is more than one to make a sale, more than one way to market, and more than one way to polish up on your business. If you are not selling your service, or you have problems retaining customers, then maybe it is time to try something different. Change can be good! Sometimes, selling is the least favorite part of your job, however – you have all of the tools you need, and you just need to discover them.

Cold Calling and Cold Responses

No one likes to do cold calls. It seems very impersonal, and it is far too easy for people to turn you down. However, do you stop to think about why they are not interested? Are they already sold on something else? Are they distracted? Here are some common rejections and how to overcome them.

I’m not interested” – This is a very common, and easy to use excuse that a prospect may use to worm out of the conversation. Find out if they’re not interested in the product, or just not interested in talking at the moment. Perhaps it would be better to talk another time.

“Now’s not a good time” – Find out WHY it’s not a good time, and convince them that they need to hear what you have to say. Sometimes, they may be going through a tough time in their business and need someone to identify with.

“We are already working with someone” – Now, this is a common phrase, that when uttered, causes many salespeople to turn and flee. The best action is to find out why they like who they are with currently. You then could ask if they would like to see any improvements, and give a friendly offer to be their second set of eyes.

The Majesty of the World-Wide-Web

The internet may not seem like a practical tool, due to how broad and expansive it is. However, when used correctly, the internet can tell you exactly how effective your marketing techniques are. Many sites, such as Facebook, offer insights to the traffic of your pages. Use these insights to see how many people are actually seeing your page. This goes the same with videos posted on the internet. YouTube offers services to track how many people view your videos, where they view them from, and if they are passing them on. Harness all of these tools, and more, to really analyze whether your marketing is adequate.

Remember the key to being great in sales…. is to find out what they want and give it to them…

Happy selling

Yvonne Hilsz
www.yvonnehilsz.com

Buyers don’t buy until someone sells and the biggest challenge for service and sales people is the repetition of selling the same product over and over again and losing passion for what they are selling.

When you believe in your product or service to the point that you will do everything and anything possible to close the customer great success occurs repeatedly.  It’s not about being pushy rather it’s about being committed to the cause.

Your customer’s will respond better to you when you convey with passion what great deals you have.  You may have had over 40 conversations that day, however for that customer you are their first.  Put yourself in your customer’s shoes, how would like your salesperson to sound on the phone or sitting in front of you?  Bored, burnt out, tired?  Or engaged, friendly and interested!  The tone in your voice gives away more than you think, so tune in more to how you sound.

Key points:

• Believe in your product and be so passionate that your customer is enthused and says yes! 
• Be persistent and stay in the game.
• Learn to love the repetition.

Have the best week and happy selling

Yvonne

PS:  Do you know what your strengths are?  Are you working more to your strengths or stressed out working more in your weak areas?  Check out Talent Dynamics and discover how you can get into flow very quickly and love what you do, increase productivity and increase your results.

9 Reasons ……

1. Lack of belief in Product or Service
2. Inner Game not handled
3. Never attempt to close
4. Product-centric rather than being Customer-Centric
5. Too many closed questions
6. Not clear on their WHY
7. Only have one strategy
8. Lost for words when the customer says no
9. Shifting the blame to the customers, their leads, managers etc….

Over the next coming weeks I will go into more detail about the nine reasons in more Ultimate Sales Advantage Tips.   If there is anything I can help with in the meantime, drop me an email at yvonne@yvonnehilsz.com 

Have the best week and happy selling!  

Yvonne

Talent Dynamics is a program that was created by Roger James Hamilton as an extension of his world-leading Wealth Dynamics system. His system is geared toward companies who want to use an active method of becoming more productive and leveraging other Profiles.

The belief behind this training system is that the basis of successful organisations lies in the process of turning simple ideas into profitable finished products and services.  This comes about as a result of assertive risk taking and innovation.

The key to this kind of success stems from a well organised team that has a flow.  Each team member learns to understand their own strengths and weaknesses so that the team becomes stronger. Trust, understanding and job satisfaction are primary components of catapulting team performance.

This profiling tool and workshops will help your employees to tap into their real talent and that of the other participants. Building team trust is critical to the overall success of everyone.

Workshops range from one day, 3 day and a 12 month integration program.

Talent Dynamics Pathway

Talent Dynamics Pathway is the full product offering of Talent Dynamics, organised into the five levels of an enterprise.

These levels are defined in relationship to the individual, as each individual within the organisation performs within the confines of the trust and flow they perceive from their own personal viewpoint and their team, division and enterprise.

Choosing Your Level

Our intention is to build the success stories behind Talent Dynamics by ensuring each of our clients embarks on a path which is most effective for them.

Learn about the different options, and our recommended pathway for you, by meeting us for a one hour introduction, when we will provide you with an insight into Talent Dynamics as well as pinpoint the best path for you, your team or your enterprise.

Three Steps, Five Levels

The Talent Dynamics Pathway is a progression of three steps, that apply at each of the five levels within an enterprise. Depending on the size and needs of your organisation, there will be a pathway that is most suitable for you:

1             Step One: One Day Talent Dynamics Workshop

2             Step Two: Three Day Talent Dynamics Implementation

3             Step Three: Twelve Month Talent Dynamics Integration

Step One: One Day Talent Dynamics Workshop

The first step for every organisation is the One Day Talent Dynamics Workshop, which gives your team clarity about its strengths and weaknesses and leads to solutions for immediate improvement in profit and productivity.

Components of the One Day Workshop include:

1.           Alignment on the Primary Purpose of your team and enterprise

2.           Talent Dynamics Profiling for each team member

3.           View of each team member’s strengths and weaknesses

4.           Insight into how the resulting trust and flow (or lack of) is impacting productivity

5.           Discussion and actions that will lead to simple, high impact improvements

Level One: Personal – While most companies begin at the Team or Enterprise level, some choose Programme One at the Personal level, which means either a personal session with the CEO or a workshop with leaders of various teams. This best serves a company with a priority focus on an individual’s performance prior to focusing on team performance.

Level Two: Team – This is the most common entry point to access the benefits of Talent Dynamics, where one team within the enterprise is introduced to Talent Dynamics and becomes a model for improvement, after which Talent Dynamics is introduced to other teams in the enterprise.

Level Three: Division – For larger corporations with divisions or regional offices, each with multiple teams, this one day workshop is effective after individual teams have understood their Talent Dynamics Profiles. It highlights the overall gaps in the division based on Team Dynamics.

Level Four: Enterprise – This is the starting point for smaller companies who operate as one team, and the next step for companies who are looking for company-wide solutions offered by the insights of Talent Dynamics and that involve all divisions of the enterprise.

Level Five: Stakeholders – The end point for companies who recognize the power of Talent Dynamics to build trust and flow with their customers, partners, suppliers, associates and shareholders: this session involves representatives from all sectors of an enterprise’s stakeholders. Workshops at Level Five are eye-opening to both staff and customers and lead to incredibly collaborative solutions.

Step Two: Meaningful, Measurable, Profitable Change

For some companies, the second step after a One Day Workshop with a team is to run a further series of One Day Workshops with other teams and then the Enterprise as a whole.

Other companies, however, choose to go deeper before they go wider, and this is where Programme Two takes the Talent Dynamics process from facilitation to implementation.

The Three Day Talent Dynamics Workshop works with a team that has completed the One Day Workshop, provides a framework by which they can measure the specific levels of trust and flow between the members, and sets a plan for the next twelve months through which they can improve in both of these areas, with the resulting gains in performance and productivity.

The Three Day Workshop works most effectively when the team can invest three full days together for the workshop, but can also be conducted in two parts within thirty days of each other.

Components of the Three Day Workshop include:

1.           Insights from the Talent Dynamics 360˚ Assessment conducted on each member

2.           Clarity in the specific areas on each member’s trust and flow

3.           Training on the five frequencies and the review and renew rhythm

4.           Creation of the Enterprise Promise, Team Charter and Personal Compasses

5.           Alignment on measurable performance goals for the next 12 months

Level One: Personal – For companies that prefer to invest in executive coaching, the Three Day Implementation can be conducted specifically for the CEO or Senior Management. When tailored in this way, the result is specific individual targets that integrate life and business goals.

Level Two: Team – The common next level after the One Day Workshop – implementing a full 360˚ Assessment and 12 month programme – enables a team to measurably increase their productivity and performance while also measurable adding value to other teams in the enterprise.

Level Three: Division – Most relevant to larger corporations with divisions or regional offices, each with multiple teams, the Three Day Implementation provides a programme for a division to follow, after the various teams have become familiar with their Talent and Team Dynamics.

Level Four: Enterprise – Effective for enterprises that are ready to implement a company-wide Talent Dynamics programme, with common measures and reviews throughout the year. This provides a common language of trust and flow throughout the organisation.

Level Five: Stakeholders – A natural continuation of the One Day Workshop at Level Five is the Three Day Implementation, where staff, customers and partners co-create a road map that includes all stakeholders in the creation and review of critical metrics for the enterprise.

Step Three: Twelve Month Talent Dynamics Integration

While the One Day Workshop provides facilitation of the Talent Dynamics insights, and the Three Day Workshop provides implementation of the system into a measurable, ongoing structure, the Twelve Month Talent Dynamics integration is a partnership in which we work side-by-side with you to integrate the principles of Talent Dynamics into all aspects of your enterprise.

Examples of the areas of integration that we cover include:

1.           Organising your workspaces to match flow to function: The most effective environment for your finance team is different to the sales team, service team and leadership team.

2.           Turning your plan into projects and processes: Empowering your team to visualise and map out all trust and flow as a tapestry that they control creates a culture of pro-active problem solving, where breakdowns in processes and policies are constantly self-corrected.

3.           Aligning time management to the five levels: Understanding what is appropriate to be reviewed and renewed on an annual, quarterly, monthly, weekly and daily frequency gives everyone a common template to shorten meetings and align actions.

4.           Recruiting, reviewing and retaining staff: The Integration programme gives us an ongoing opportunity to work alongside you in the introduction and integration of new team members, which is the key to establishing a culture trust and flow from the start.

5.           Culture of Communication: As most breakdowns in productivity come from ineffective communication, or miscommunication, the Integration programme re-engineers the communication system of the team or organisation, to ensure trust and flow is continuously increased by the design of the communication protocols and the system itself.

This programme is a hands-on performance consultancy in which we work alongside you, providing consultation and implementation on a weekly and monthly basis, in addition to facilitation at the major training and review points.

While it requires a minimum twelve month commitment for full integration, it can be tailored to be run from six months to three years, depending on the dynamics and complexity of the integration project.

Level One: Personal – This level, which works on an individual basis, is suitable for new start-ups or for leaders who are designing a new team or division that has yet to be formed. Working alongside a team leader in this way provides a robust foundation for a team to excel.

Level Two: Team – An ideal starting point for an enterprise looking to test the power of Talent Dynamics when fully-integrated, prior to a company-wide roll out. Especially valuable for sales, service or project teams where increased productivity can have a very visible and direct impact on the profitability of the company.

Level Three: Division – Beginning with an entire division – whether a regional office or entire department – is the way for larger organisations to step up their commitment to the Talent Dynamics process: this provides a visible and measurable shift in environment and empowerment.

Level Four: Enterprise – The final level for an enterprise to align internally to the principles of Talent Dynamics within all areas of the organisation, this level provides a full integration into how the enterprise organises its people, culture, schedule, environment, processes and training around Trust, Flow and Corporate Social Responsibility.

Level Five: Stakeholders – The final level for an enterprise to align both internally and externally, this level provides the leadership and staff of an enterprise with clear measures on how they are perceived and trusted not only internally, but with customers, partners and shareholders. This provides a full integration of internal performance with external sustainability.