When turning your sales reps into a sales dream-team, it’s essential to equip yourself with people who add variety and versatility to your team. There are, however, six traits that every hiring manager should seek in a sales rep.
I buy the coffee that I do because I buy what meets my needs and interests. I like coffee that is lightly roasted, preferably organic, and that comes from an organization that I can happily say I support. They’ve got me as a buyer. Their marketing worked because of their messaging. Their ability to engage and resonate with my needs, interests, and challenges as a consumer won me over.
Amidst trying to not only define positioning, but also provide a concrete example that can resonate with a general audience, we have found ourselves continuously coming back to Geoffrey A. Moore’s take on positioning. In his book, Crossing the Chasm, Moore articulates numerous key principles to consider when developing one’s positioning statement that are applicable to most, if not all, industries.
This is Part 2 of a two part blog on A.C.E. (Accountability, Culture and Expectations). We see culture as the connective tissue that holds each goal, deadline, objective, project, team, and individual of a company together to form a strong and connected organization. In the first installment of this blog , we discovered how accountability and culture can bolster an organization’s success and morale. This week we will find out how culture is, and should be, continuously working at the center of all company matters, and the role that expectations need to have in a successful company culture.
Company culture is not a new topic; yet even decades after organizational culture became a common concept, we still press ourselves with pursuing it, learning about it, and desiring it. If it’s a goal of your organization to improve or stay true to your company culture, then the three A.C.E. principles are for you. Let's stop day dreaming of a perfect company culture, and learn how we can utilize Accountability, Culture, and Expectations to bolster company morale and improve our workplaces. In the first installment of this two part blog series, we will see how we can encourage accountability and culture in the workplace.
Building a strong, productive dream team doesn't stop with hiring the right people. A dream team takes initiative, works together, is productive independently and collectively -- but this doesn't usually happen naturally. As the leader, it's your responsibility to provide proper opportunities for growth and community building in order to improve quality and delivery of work. Here are 5 ways that you can facilitate the growth of your aspiring dream team.
Handling objections that are directed toward your school's degree programs, financial aid packages or service offerings can be a challenge for Admissions Counselors, especially new ones. New, first year Counselors haven't been in the job long enough to experience the many questions, challenges and objections that prospective students and constituents want answers to. Your veteran Counselors are perhaps the best equipped to handle objections as they've probably heard and answered most of them over the years they've been on staff.
In the first part of this three-part blog series we introduced the idea of starting with your sales and marketing departments as places where you can innovate some new best practices/processes. In the second blog we looked at WHY they are important to your company’s future and then examined some examples of WHAT they are and what they have to offer. In this, the third and last blog of the series, we’ll look at the WHEN and HOW. WHEN is the best time to innovate and implement these new best practices/processes and HOW should they be integrated with your existing people, processes and presence (culture)?
In the first of this three-part blog series we introduced the notion of starting with your sales and marketing departments as places where you can innovate new aligned, value-based best practices and processes. In this blog we’ll look at WHY these practices/processes are important to your company, some examples of WHAT some of them are and what they have to offer.