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zondag 17 februari 2013

Questions That Turn Prospects Into Customers


The right questions in a sales conversation



When you are having a conversation with a prospect, work these questions into the dialogue. Once you've the answers, you'll know what you must do to turn the prospect into a new customer.


How did you get into this line of work?
What do you like best about your job?
What do you wish you could improve?
What can you tell me about your priorities?
How are you currently addressing this problem?
How much is this problem costing you?
What can you tell me about your decision-making process?
Do you take the decision? Who else?
How do you handle budget considerations?
What other options are you looking at?
What can you tell me about the people involved in the process?
What obstacles might be in the way of moving this forward?
How will you be evaluating different options?
How will the funding for the project be justified?
How much attention is this problem getting at the executive level?
How does this sound as a next step? Describe, please.


A good example of a bad sales conversation:

Robert De Niro in Analyze That:

http://www.youtube.com/watch?v=ivGF-wj5GpQ





zaterdag 12 januari 2013

The Voice of the Customer (VoC)

The Voice of the Customer



Quality can be defined as meeting customer needs and providing superior value. Meeting customer needs requires that those needs be understood. The Voice of the Customer is the term to describe the stated and unstated customer needs or requirements.



Up to a few years ago, when companies wanted to know what their customers were thinking, they just asked. It sounds simple enough, but it was anything but. Companies painstakingly pulled together a large random sampling of their customers and then overwhelmed them with dozens of questions about anything they could cram into a half-hour telephone survey. They mailed out questionnaires they hoped customers would fill out and return. They brought a handful of customers together for focus group sessions that could last several hours. Then along came the internet, and companies embraced email and the web to poll their customers without incurring high phone or postage costs.

In any case, collecting customer feedback was a massive undertaking that few companies did more than once a year and response rates were typically very low. Survey fatigue was rampant, mostly because surveys were not customer-friendly: They were absurdly long and structured with the company's interests and not the customer's in mind.

Today, those outdated methods are too slow and infrequent and don't go nearly deep enough to keep up with modern business pressures.

That's why companies today are turning to Voice of the Customer (VOC) solutions.

The Voice of the customer is a term used in business and Information Technology to describe the in-depth process of capturing a customer's expectations, preferences and aversions. Specifically, the Voice of the Customer is a market research technique that produces a detailed set of customer wants and needs, organized into a hierarchical structure, and then prioritized in terms of relative importance and satisfaction with current alternatives. Voice of the Customer studies typically consist of both qualitative and quantitative research steps. They are generally conducted at the start of any new product, process, or service design initiative in order to better understand the customer’s wants and needs, and as the key input for new product definition.

Much has been written about this process, and there are many possible ways to gather the information like focus groups, individual interviews, contextual inquiry, ethnographic techniques, etc. But all involve a series of structured in-depth interviews, which focus on the customers’ experiences with current products or alternatives within the category under consideration. Needs statements are then extracted, organized into a more usable hierarchy, and then prioritized by the customers.

It is critical that the product development core team own and are highly involved in this process. They must be the ones who take the lead in defining the topic, designing the sample, generating the questions for the discussion guide, either conducting or observing and analyzing the interviews, and extracting and processing the needs statements.

Voice of the Customer Initiatives

- A detailed understanding of the customer’s requirements
- A common language for the team going forward
- Key input for the setting of appropriate design specifications for the new product or service
- A highly useful springboard for product innovation.

Qualities of Desirable Voice of Customer Metrics

Credibility: How widely accepted is the measure? Does it have a good track record of results? Is it based on a scientifically and academically rigorous methodology? Will management trust it? Is there proof that it is tied to financial results?

Reliability: Is it a consistent standard that can be applied across the customer lifecycle and multiple channels?
Precision: Is it specific enough to provide insight? Does it use multiple related questions to deliver greater accuracy and insight?

Accuracy: Is the measurement right? Is it representative of the entire customer base, or just an outspoken minority? Do the questions capture self-reported importance or can they derive importance based on what customers say? Does it have an acceptable margin of error and realistic sample sizes?

Actionability: Does it provide any insight into what can be done to encourage customers to be loyal and to purchase? Does it prioritize improvements according to biggest impacts?

Ability to Predict: Can it project the future behaviors of the customer based on their satisfaction?

Definition of Sales 2.0


Definition of Sales 2.0 


The Sales 2.0 approach uses Web 2.0 technology to overlay the reactive style of Sales 1.0 solution selling onto the innovative mechanisms and milestones of the modern internet’s consumer marketing environment. Sales 2.0 is an evolving conceptual paradigm whose vision is to merge sales and marketing into a seamless effort to target buyers more effectively using innovative and integrated tactics in order to bring in more business at a lower cost.  

Key objectives of the Sales 2.0 approach are:

• More Predictability:                        Knowing what is coming down the pipeline.
• Higher Velocity:                             Closing deals faster and with less cost of sales.
• Higher Volume:                              Closing more deals.
• Higher Value:                                 Generating more revenue at lower costs.
• Higher Customer Satisfaction:         Creating and sustaining long-term customer satisfaction and loyalty.

Sales 2.0 is the synthesis of new technologies, sales models, processes, and mindsets.  The paradigm leverages people, process, technology, and knowledge to make significant gains by integrating the power of Web 2.0 and “on-demand” technologies with proven sales techniques in order to increase sales effectiveness and velocity.
Sales 2.0 also leverages increased communication and collaboration between sellers and buyers and members of the selling team, together with a proactive and visible integration of knowledge and measurement of the buying cycle into the sales cycle.

The following table similarly compares the key characteristics of Sales 1.0 to those of Sales 2.0.






zondag 30 december 2012

Sales 2.0


What is Sales 2.0?



Sales 2.0 is the use of innovative sales practices, focused on creating value for both buyer and seller and enabled by Web 2.0 and next-generation technology. Sales 2.0 practices combine the science of process-driven operations with the art of collaborative relationships, using the most profitable and most expedient sales resources required to meet customers’ needs. This approach produces superior, predictable, repeatable business results, including increased revenue, decreased sales costs, and sustained competitive advantage.



From Sales 2.0 by Anneke Seley and Brent Holloway

Result Oriented Leadership

Result Oriented Leadership




When you ask any group of businesspeople the question ‘What do effective leaders do?’ you will hear a range of answers like leaders set strategy, they motivate, they create a mission, and they build a culture. Then ask ‘What should leaders do?’ If the group is experienced, you’ll likely hear one response: the leader’s most important job is to get results.

How? The mystery of what leaders can and ought to do in order to spark the best performance from their people is very old. In recent years, that mystery has spawned an entire cottage industry: literally thousands of ‘leadership experts’ have made careers of testing and coaching executives, all in pursuit of creating businesspeople who can turn bold objectives (be they strategic, financial, organizational, or all three) into reality.

Still, effective leadership eludes many people and organizations. One reason is that until recently, virtually no quantitative research has demonstrated which precise leadership behaviours yield positive results. Leadership experts proffer advice based on inference, experience, and instinct. Sometimes that advice is which precise leadership behaviours yield positive results. Leadership experts submit advice based on inference, experience, and instinct. Sometimes that advice is right on target; sometimes it’s not.

But new research takes much of the mystery out of effective leadership. It found six distinct leadership styles, each springing from different components of emotional intelligence. The styles, taken individually, appear to have a direct and unique impact on the working atmosphere of a company, division, or team, and in turn, on its financial performance. And perhaps most important, the research indicates that leaders with the best results do not rely on only one leadership style; they use most of them in a given week (seamlessly and in different measure) depending on the business situation. Imagine the styles, then, as the array of clubs in a golf pro’s bag. Over the course of a game, the pro picks and chooses clubs based on the demands of the shot. Sometimes he has to ponder his selection, but usually it is automatic. The pro senses the challenge ahead, swiftly pulls out the right tool, and elegantly puts it to work. That’s how high-impact leaders operate, too.


Valuable Career Advise



zaterdag 29 december 2012

How to motivate the unmotivated?


How to motivate the unmotivated?


Nothing great was ever achieved without enthusiasm.
Ralph Waldo Emerson



The best approach is to start with carrots and move to using a stick only if carrots bring no results. But since your team is up against the wall there's no time for just carrots. Senior management has already threatened the stick, so your job at this point is to be fair but be firm.
Because research shows that only seven percent of workers know how their work contributes to the big picture, let's start there.

A. Hold a meeting to connect their work with the big picture.

1. Remind people of the vision / mission of the company and that everyone in the company is on the same team.
2. Inform them you've personally observed unacceptable performance and that it's these types of actions that give them their reputation as a "toxic energy dump."
3. Ask them to think through their near-term future. Do they want to work elsewhere, or do they want to be part of the company team and its vision and mission? Don't worry if people opt to leave. If they won't support the company, they shouldn't be there.
4. State that people not dedicated to the company vision and mission will be identified by the quality of their work. Those people will be asked to find work elsewhere.
5. Ask what the department can do as a team to help the company achieve its goals. Write down what they say, as this begins to form goals for your department.
6. As a team, turn these ideas into SMART Goals with specific actions and deadlines.

B. Select your best people and put them in charge of tracking progress on the goals, one person per goal. They should be 100% responsible for ensuring those goals are met. Make progress and achieving those goals part of those employees' performance reviews.

C. Revisit and rewrite job descriptions for all employees in the department. Then use those job descriptions to train people and also for evaluating them .

Motivation is fire lit from within. You can't light that fire, but you can create the conditions for that fire to burn brightly.