Whether they are involved in winning new business or seeking to retain or expand existing business relationships, one of the key things that every member of your sales organisation needs to understand is how they establish unique value for each existing or prospective customer.
Goal setting is an important part of motivating and holding salespeople accountable. The right goals give salespeople something to stretch for, plus the satisfaction of achievement when they do. When goals are realistic, they will also improve forecasting. Unfortunately, many sales teams struggle to hit the sweet spot between “challenging” and “achievable.”
It’s clear that activity drives results—or at least it should. We all know that orders and revenue is a trailing metric. The danger of focusing on end results is that by the time you can report them, it’s too late to do anything about it.
In some ways, salespeople are a lot like athletes. They operate in a highly competitive field, and their performance is directly related to their skills, their capabilities, and their personal drive. In both cases, a certain amount of inborn talent is necessary to reach the highest levels of performance.
I have a two-part question for you: Last year, how much money did your company spend/invest in attempting to win new business? Prospecting? And now the second part: How much money did your company spend/invest in endeavouring to retain your existing clients/customers?
You’ve nailed your opening call, delivered a superb value proposition and you’ve piqued your client’s curiosity. But there’s only a small window of opportunity to present a proposal, so timing is mission critical. Are you sure you’re ready – and what about the client? Is there such a thing as too soon in the world of consultative selling?
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