How will you focus your team this month to successfully close business and maximize revenue potential? One key way is to avoid discounting. This may be easier said than done, especially in the fourth quarter when buyers are working hard to get the best deals possible. But, here are two proven skills we teach our clients in every workshop we run.

Prove Value

This is one of the most fundamental and important skills we work on with salespeople, and it is central to any customer-focused selling methodology. In order to avoid heavy discounting at the end of the sales cycle, sellers must thoroughly understand their customers’ primary business objectives, the key challenges they face that prevent them from achieving those objectives, and the financial impact of doing nothing. Then, they must align the specific product/service capabilities with those challenges in the form of a question, such as “if you had a printing service that could turn around jobs in 24 hours and offers free delivery, how would that solve the challenge you’d mentioned related to compressed timelines and skyrocketing costs?”

Once that value has been established, when buyers ask for the discount at the end of the sales cycle (they will ask for some concession), sellers can return to the value they had both agreed their product or service would bring. When asked for the discount, a seller might say, “you agreed that using our printing services would save you an estimated $50,000/yr in rush charges and delivery fees. Has anything changed since our last conversation?” Reminding buyers of the value of your solution and the cost to them of not changing is key to closing business without price concessions.

For more on the questions sellers should ask in order to thoroughly establish value, take a look at our three-part series “Helping Your Customers Achieve Their Objectives”.

Refine Negotiation Skills

Proving value is something all good sellers do at the beginning of the sales cycle, while skillful negotiating happens at all stages. You’ll often hear sellers say, “he’s just a good negotiator,” as if it’s something you’re born with and you either have it, or you don’t. Nothing could be further from the truth. All salespeople can be trained to be great negotiators. Here’s what they must know:

Have a negotiation plan – you must be prepared for a negotiation – you can’t just “wing it”. Before walking into any closing meeting, sellers should have a plan in place to respond to pressure.

Know your floor – calculate the lowest price you’ll go to in order to preserve margin and revenue opportunities for you and your company.

Push back – remind your buyer about the agreed-upon value of your product, or if they’re prepared to deal with the cost of not moving forward.

Offer other concessions – be ready to offer your customer other concessions that aren’t related to price, things like extended warranty, training, a dedicated service rep, etc. These offer your customers value without eroding your margins. But…if you do offer something, be sure to ask for something in return. What can your customer give you? Think about things like exclusives, referrals, testimonials, etc.

Be prepared to walk away/Have a full pipeline – there are times when a buyer will not move forward without unreasonable discount requests, and good sellers must be prepared to walk. Tell your buyer, “I’m not going to be able to offer you the discount you’re requesting. But, what I would like to do is take some time to think about our conversation today and get back with you next week.” Sometimes knowing that they’ve pushed you as low as you’ll go is all a buyer needs to move forward.

PRACTICE– as with all skill development, practice is key to mastery. Role-play negotiations to prepare for big meetings. Practice pushing back and offering non-price concessions in exchange for something of value to your organization.

In summary, ensuring your sellers are able to prove value and negotiate effectively is key to helping them avoid the price concessions that customers are sure to request .

 

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Part 1

The work we do with our customers includes intensive focus on sales management. These leaders are the ones who will implement the sales process we have built for their customer-facing teams. Because sales managers are so pivotal in this process, our understanding of their strengths and weaknesses, as well as how to help them to improve, is critical to their overall success.

Many sales managers still have large teams as a result of the economic downturn in 2009; some have up as many as a dozen direct reports. Even in situations where there are five or six salespeople per team, many managers are “deal coaches,” focused on assembling the right mix of products, services and pricing to present to customers. Coaching deals is important, as are regular pipeline reviews, but sales managers shouldn’t stop there.

Coaching skills is also extremely important to overall sales results, and it is often sorely neglected in the overscheduled world of sales managers. Take a look at the sales management skills below, and stack rank your skills from 1 to 6. A “1” is your strongest skill, and a “6” is the skill where you need the most improvement. Stack ranking means you can only use each number one time. Although you may want to give yourself high marks on every skill, you’ll need to rank them 1 through 6 in order to get an accurate picture of where and how to improve.

The skills are:

  • Identifying and coaching sales rep skills before a deal’s negotiation and close
  • Enabling salespeople to understand what a qualified opportunity looks like
  • Coaching opportunities through the entire sales cycle
  • Helping salespeople negotiate and close successfully
  • Developing healthy revenue pipelines
  • Forecasting accurately

Part 2

Now comes the fun part. We’re inviting you to send in your test results to receive customized tools tailored to improve your overall performance. To submit your results, simply send an email to john@drive-revenue.com with your stack ranking. If you’d like to submit for your entire sales management team, or to do so anonymously, simply enter “Manager A”, “Manager B”, etc. From the scores you send in, we will respond with tools to help you improve the lowest two scores you identified, the 5 and the 6.

In addition to providing you with customized feedback on your sales management skills, we will publish a follow-up article in which we provide an aggregate view of the results gathered from our customers (again, anonymously). This benchmarking data will allow you to compare yourself to others in similar roles and will help provide you with insight on key focus areas.

So, what are you waiting for? The road to improvement begins here. We look forward to hearing from you.

 

In the early days of digital wireless networks, I had the opportunity to work for Nextel Communications as both an employee and as an Authorized Distributor (Dealer). Starting in 1995, I worked with Nextel for a total of six years. During that time, I was able to observe first-hand the key attributes that made the Nextel team excel. Recently, I reached out to a few of the leaders and team members with whom I worked to gather their thoughts on what made us such a high performing team.

Hire Great People and Work FOR Them

Sally Fleck, the San Diego Sales Director responsible for the direct team, said there were two factors to which she attributed our success. First, she hired great people who knew how to sell. There was a wide range of backgrounds on our team, and Sally looked at this diversity as an asset. Our team members’ unique perspectives helped us close different types of sales opportunities. Second, Sally firmly believed that she worked FOR the team, and not the other way around. This meant she took it upon herself to remove barriers, both externally with customers and internally with bureaucracy, which allowed us to focus on selling. She was damn good at it too, as all eight members of our team made the Presidents’ Club trip to Jamaica in 1996…..YA MON!

Focus on the Customer

When we first launched the digital network, the Motorola handsets were still in development and our network build out was not yet complete. During this time, Regional Vice President John Combs decided that our #1 priority would be our customers.  For each commercial sale, we sent a Customer Service Representative to conduct a hands-on training with the customer’s team. We made sure that all users understood how to use the handset and were well versed on its many capabilities.

In addition, all new customers received a Customer Satisfaction Survey, and the scores we earned were closely followed and reviewed with us. We knew that the sale didn’t end after the deal was closed, and that we had to expend some effort on ensuring our users were happy.

Skill Development and Career Advancement

Nextel did a great job investing in their people, and during my three years with the direct team I went through SPIN Selling as well as The Seven Habits of Highly Successful People. SPIN selling was a very hot sales methodology at the time, and I still recall the foundational concepts the program provided for our team. Stephen Covey’s 7 Habits also established a great framework for professional and personal growth. Due largely in part to our focus on skill development, five of the eight members of our team were promoted internally or advanced into the Dealer/Channel Sales program.

Brian Moses ran the Dealer/Channel Indirect Sales program for the San Diego market, and he helped bring me into this new part of the business and provide me with the support I needed to focus on closing deals and driving revenue. Having an internal perspective on how Nextel operated gave Brian, my team and me an advantage in our ability to successfully onboard customers, provide high quality service, and drive revenue through referrals.

The Best Sales Team

My career at Nextel was my final role as an individual producer in a corporate environment, and it provided me and many others with a strong foundation in sales and customer service. As I reflect with my colleagues on what made us so successful, it was the culture of hiring great people and working FOR them, an unequivocal customer focus in all aspects of the organization, and an acknowledgement of the importance of skill development and career advancement. We had a lot of fun in those years, and I still keep in touch with many of my Nextel team members today. It was without a doubt the best sales team I ever had the pleasure of being on.