Tag Archives: sales coach

Sales Coaching – 5 Reasons You Can’t Close

When you struggle to close the sale you think closing is the problem. But when you struggle to close the sale closing is a symptom of the problem not the problem itself. When you try to fix a symptom as though it were the problem the problem remains because you’re trying to put a band-aid on a wound that isn’t ready to heal.

Here are 5 reasons you may be struggling to close the sale:

  1. You lack confidence in yourself and/or your supporting products.
  2. You fear rejection and avoid it by avoiding asking for the sale.
  3. You didn’t help the buyer to uncover a motivating reason for buying and buying now.
  4. You didn’t understand the clients most important wants and needs and went down the wrong path offering a solution for problems that aren’t all that important to the prospect.
  5. You didn’t do a good job of connecting with and starting a relationship with the prospect so asking for the close feels awkward, and isn’t likely to result in a “yes” decision.


When you struggle with closing you think you just need a perfect pitch, or the right closing lines and the problem will go away; but that simply isn’t the case. You can have a “perfect” pitch and “perfect” closing statements, and still blow the sale. Why, because a pitch and closing statements treat the symptom not the underlying real problem.

Review the 5 reasons you can’t close and identify where your struggles may be stemming from. This list isn’t comprehensive there could be other problems too that are keeping you from getting sales, but it will give you a good start. The first step to making closing a natural event is identifying the cause of the problem.

The next step is developing a plan for removing or overcoming the problem. Don’t think of your plan in terms of concepts think in terms of actions. When you know what the problem is, the actions you’ll take to overcome the problem, the only thing preventing you from closing is implementation of your plan.

Enjoy the time and financial freedom you deserve: “7 Secrets Top Producers Know that You Can Put to Use in the Next 9 Days” [http://increasesalescoach.com/]

Get a daily boost to increase your sales: the blog for Top Producers and Future Top Producers [http://increasesalescoach.com/blog]

Article Source: http://EzineArticles.com/969061

An Insight Into the Five Best Qualities That Defines a Successful Sales Coach

A bullet cannot hit the target bull’s eye if the trainer has not aimed it properly. A student will not be able to fare well in his exams if he was not trained well. Though one may possess the talent to do a job perfectly all by themselves, a guiding force is always necessary to keep them on the right track. A coach or a trainer is that beacon who will steer the ship to the shore amidst all the unrest prevailing in the sea. A sports coach, a gym trainer, dance teacher, music instructor, teacher at the school etc. are the pillars who have been the support for aspiring learners to learn and perform.

A sales coach! Who is he?

Among the enthusiastic trainers, a sales coach is the one who trains interested candidates to become lead generators, how to handle target pressures, how to attract customers, how to retain them and most importantly how to take business forward by closing quick deals. These coaches have the capacity to become the master of change. There are some qualities that define a successful sales coach. Here are some of them:


Are sales coaches hypersensitive? No they are not at all. One quality that defines a perfect sales coach is calmness. This gives them the ability to assess the market and take decisions favorable for their business and achieve their target with no tension around. Cool mind and clear thoughts assist them in taking the most perfect and profitable move or decision.

Presence of Mind

The second most important quality that defines a sales coach is presence of mind. Yes, he is one of the few most intelligent personalities who have the capacity to turn any situation in his favor without spending extra money or effort. Presence of mind and ability to give quick response help them to master all situations.

Build Credibility

When does a customer start to believe in a sales executive? Probably after a few meetings and calls, an unknown bond of creditableness and trust worthiness creeps within the customer which makes them believe what the sales expert there by materializing the deal. The sales coach who is an expert in building trust teaches techniques that are legit and easy to follow in this exercise.

Radiate positivity

Looking at sales & marketing coach, one always feels a spurt of positive energy radiating from all directions. This is also the reason why they have turned into coaches from just being sales executives. The positive energy that they translate into every student improves the confidence and enthusiasm in the aspiring sales executives to achieve something big in their life.

Efficient Networking

The last but the most important quality that marks the best Sales training coach is his ability to network with people belonging to every age group. They can easily strike a chord with anyone who can be a prospective lead for them and they capitalize their socializing skills to the fullest and can network with the opponents. The same technique they teach their students as well.

With these awesome qualities, sales coaches impress their audience with their flamboyant self and charismatic personality.

One such awesome sales coach is Phil Jones who is an expert motivational speaker as well. He has many best sellers to his credit that talk about how to improve sales pitch, how to make more appointments, how to convert them into leads etc. one can visit philmjones.com to know more about this magnetic personality and check his trainings and seminars schedule.

Article Source: http://EzineArticles.com/9219524

My First Sales Coach

Why would a person become a Sales Trainer? Let’s go back in time to my initial sales experience and to my first sales coach. In my early teens, my first job was selling newspaper subscriptions. It seemed easier that delivering papers so I gave it a try. The idea was to get people to agree to have the paper delivered and for every account, the commission was 1 $. After a week of knocking on doors and not getting one new account, I wanted to quit.

My father took the time to listen to what I was saying to people. Since he worked at the newspaper, Dad was uniquely qualified and he had a deep love for journalism. Dad said that I had all the benefits down, but my message needed a small change: “It’s not about home delivery – it’s about the coupons and how a newspaper can help educate families.” I said “whoa- that wasn’t in the manual!”

  • We pulled all the coupons out of the Sunday paper and put the best ones on cardboard paper.
  • Then, we cut out articles about current events and glued them to the other side of the paper.
  • Dad said to “stress how much money could be saved every week by just taking the coupons to the store.”
  • Then, explain: “how families could help their kids in school by reading and talking about stories in the newspaper!


The next day, I was little nervous. It was a Saturday and my Manager would soon be pulling up in the Van. Dad asked me “so you go to each house and knock – right?” I replied “Yes – he takes us to neighborhoods and drops us off.” My father said “that’s takes guts to go door to door.” I swallowed hard. My Dad said I had guts.

As I was leaving, he handed me the coupons and articles and said ‘take it one house at a time.’ I don’t mind telling you that I was not only reluctant, but just plain scared. But with every step, and each new knock, my internal confidence grew. That afternoon, I returned with eight subscriptions! “Dad – it worked!”

I showed Dad my book of business and he said “you seem surprised!” Well, I was surprised and amazed. I did as well or better than the rest of the team. Dad asked “what was different today?” My comments bubbled over about:

  • “how people liked saving money”
  • “the newspaper really is a way to help educate their children.”


So what happened here? You can see how fortunate I was to have a Father who cared. He helped me craft a very persuasive message. Dad re-focused me on one house at a time. My efforts were on helping people buy more with less money and to make their children smarter! If no leadership had been provided, I would not have had a good experience and I would have stopped selling. Instead, I fell in love with selling and have dedicated my life to learning every aspect of it. There is no mystery then why I enjoy being a sales coach.

This story is an excerpt from Charlie’s book “Target 10 to Win!”

Article Source: http://EzineArticles.com/6960234

Decrease Employee Turnover With Sales Coaching

One of the most significant costs to a company can often be the employee turnover in the sales department. This is can be costly because the success and quality of the sales organization has a direct impact on top line revenue. There is always going to be some level of turnover, but if there is something that a company can do to decrease employee turnover, there can be strong financial benefits.

Employee turnover in the sales department creates two different types of costs for a company: direct costs and indirect costs. The direct costs are the hard-dollar expenses that are incurred when sales resources are recruited, hired, trained, and terminated. These costs can be tracked and will typically show up in financial reports.

The indirect costs that a company will see are in the form of opportunity cost. This cost is all of the business that is lost or missed while sales positions are open due to turnover and then while new sales resources are being trained and ramped up. This cost can be a tremendous amount, especially when you factor in recurring revenues that are missed for future years. Unfortunately, opportunity cost can be difficult to truly measure and will not show up in financial reports.

The main cause for employee turnover in the sales department is poor sales performance. Either sales resources are not performing at a high level and not making the money they want to be so they chose to go somewhere else where they feel they will be more successful. Or the sales resources are not performing at a high level and management determines that a permanent change is necessary in order to drive better sales results. This is how sales coaching can help as it can improve sales performance and that alone can decrease employee turnover.

Sales coaching will decrease employee turnover by working with sales resources on an ongoing basis to help them to perform at their optimum level. Coaching will help bring clarity to sales resources with where they are in terms of attainment, identifying what they need to do to be successful, and then help them with dealing with challenges and hurdles as they occur. Sales coaching will help the sales person to be more successful than they would be if they were completely operating on their own.

By being able to decrease employee turnover, the company will stand to retain a tremendous amount of knowledge. This includes knowledge on company information, processes, products, customers, etc. By being able to retain this knowledge, the company will stand to perform better in the area of sales effectiveness, which will decrease the amount of business lost or missed driving down opportunity cost. In addition, the cost to replace this knowledge can be tremendous in terms of both time and money. This is a hard-dollar cost and to decrease employee turnover will yield immediate savings.

Sales coaching can be provided by a company’s internal sales management team or it can be provided by outside coaching professionals. The benefit of outsourcing the coaching responsibility is that outside resources will likely be trained in the area of coaching and will have experience that can be leveraged. In addition, if the internal management focuses on more strategic activities, there can be a better return on investment for the way their time and attention is spent.

Michael Halper has a passion for coaching individuals toward personal and professional development. For more information about coaching and development visit Compass Coaching you can read more about Decreasing Employee Turnover or Sales Coaching.

Article Source: http://EzineArticles.com/3462708

Top Five Ways of Becoming a Better Sales Coach

Sales Managers execute several roles and wear many hats: manager, trainer and coach. These multiple roles can create challenges for some sales managers. Where should they invest their time? Should it be in attending internal meetings? Analyzing reports? Training and coaching the sales team? If you are serious about hitting and exceeding your revenue goals for 2012, invest your time in training and coaching your sales team. (It makes analyzing reports a whole lot more fun when the numbers are in the black.)

Sales managers may have attended sales training courses on their journey to mastering the art and science of sales. How many sales managers have attended training and coaching courses to learn how to transfer the skills that made them a top producer? In the words of Jack Welch, former CEO of GE, “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.

We have found the best sales managers make the leap from producer to teacher. If you can’t teach and grow others, you are doomed to be the major rainmaker versus a sales leader.

Here are five tips to help you grow your sales team.

#1: Know when to train and know when to coach. Training is telling and imparting knowledge. Coaching is asking questions to make sure that the knowledge landed in the salesperson’s gray matter. When a sales manager identifies a performance issue, they usually go into training mode, telling and teaching the salesperson a sales technique or concept one more time. The problem may not be about selling skills. In working with sales teams for over a decade, we have found that salespeople know what to do, however, don’t execute selling skills because they don’t believe it works or it make them uncomfortable.

It’s time to take off the training hat and put on the coaching hat. Ask questions that help change the salesperson’s paradigms and beliefs. Presumptive questions are a great coaching tool for shifting perspective.

For example, “When you asked the prospect how much the problem was costing, what did she say? When you shared with the prospect that you couldn’t put together a recommendation until you met with the CFO, what did he say?” The answers from the salesperson range from, “I can’t ask that question” or “I forgot.” A couple of good follow-up coaching questions are:

· “What makes you believe that? Is that perception or real data?

· What is the reason is that you keep forgetting? Is it knowledge or comfort zone?

· What will you do differently the next time?

If you want better answers, ask better questions.

#2: Document your sales process. If you don’t have a defined sales process, you don’t have anything to train, coach or inspect.

Many companies state that have a defined sales process, however, there is no written documentation such as key questions to ask during the sales process, value propositions, gaps in the competitors offering or common objections.

Some sales managers respond with the excuse, “I hire people with ten years experience….they should know how to sell.” Have you heard of something called the NFL? They hire players with years of experience and pay them millions of dollars to play. The NFL wouldn’t dream of a team showing up to a game without working from a common playbook. They know a playbook allows a football team to sit down, review the films and see where they executed well and where they fell short. The players can debrief the game because they have a process to compare, analyze and improve against. Without a defined sales process, a sales manager is forced to debrief 10 different playbooks with very average results.

#3: Eliminate fire hose training. Training is often delivered through an impact training model: two days or two weeks of training with NO reinforcement. Effective sales managers know that reinforcement coaching and training allows the sales manager to take her team from:

· Unconscious incompetent (don’t know what they don’t know) to

· Conscious incompetent (they know they don’t know) to

· Conscious competent (they know how) to

· Unconscious competent (the salesperson is masterful)

Reinforcement is the key to mastery. Think about how you learned in grade school. Remember multiplication tables? Flash cards were held up and you repeated the formula’s over and over until they landed in long term memory. (Okay, I am dating myself.) Sales managers need to hold flash card sessions with their sales team to develop their selling skills on:

· Dealing with objections

· Developing and delivering customized value propositions for various buyers

· Quantifying the cost of the problem or opportunity

· Ask impact questions

These are fundamental skills that eliminate chase mode, price shopping and looking and sounding like your competition.

#4: Prioritize your time. There are the corporate meetings to attend, reports to analyze and of course, investing time with the team. If you want to grow revenues in 2012, make training and coaching your number one priority.

A successful sales manager in Denver, Colorado, invests one hour each week with 16 direct reports. Is it difficult for him to find the time to meet with his team and balance all the other responsibilities on his plate? Yes. Did his sales team grow revenues 20% in a flat market and competitive market? Yes. Time is a limited asset. Choose to invest it wisely.

#5: Stretch your team. You signed up for leadership and part of that responsibility is stretching your sales team. Push salespeople out of comfort zones by following Eleanor Roosevelt’s quote, “Do one thing every day that scares you.” Call on that prospect you’ve been avoiding. Ask the tough questions during a sales call. Insist on excellence and don’t allow your sales team to settle for being average. Vince Lombardi, the legendary football coach said, “If you settle for nothing less than your best, you will be amazed at what you can accomplish in your life.”

Colleen Stanley is the founder and president of SalesLeadership, Inc., a sales development firm. She is a monthly columnist for national Business Journals, author of ‘Growing Great Sales Teams’ and co-author of ‘Motivational Selling.’ Prior to starting SalesLeadership, Colleen was vice president of sales and marketing for Varsity Spirit Corporation. During her 10 years at Varsity, sales increased from 8M to 90M.

She is the creator of the EI Selling™, a unique and powerful sales program that integrates emotional intelligence skills with consultative sales skills. Training and consulting services offered are:

• Benchmarking, Selection and Hiring of Top Sales Talent
• Consultative Sales Training
• Leadership Training for Sales Managers
• Major Account Sales
• Prospecting and Referral Training
• Sales Compensation
• Territory Management
• Customer Relationship Management

Reach Colleen at 303.708.1128, cstanley@salesleadershipdevelopment.com, visit http://www.salesleadershipdevelopment.com, or become a fan at http://www.facebook.com/SalesLeadership.

Article Source: https://EzineArticles.com/expert/Colleen_Stanley/209569

Article Source: http://EzineArticles.com/6726254