Effective Sales Management Performance

Why Sales Managers Hate Performance Management
Performance management can be a dirty job. Many managers shy away when having to deal with performance issues. My approach says “bring it on.” I believe that non-performing players need to get their act together or there is no place for them on the team. Here are a few considerations when addressing sales performance issues.

Opportunity Cost:
What happens when one of your sales people is not performing? Companies have set up a process for addressing performance issues. Some of these processes can take 3 -6 months to determine whether the sales rep can address their performance gaps or if not, are fired.

When addressing a reps performance, sales managers will use formal Performance Improvement Programs (PIP). These are formal procedural documents used to demonstrate that the manager is serious about a reps poor performance. The manager’s task is to document areas that require improvement if the rep is going to remain on the team.

Managing a PIP is time consuming and stressful. Much of the documentation is in the manager’s hands and of course there is added tension between the sales rep and manager. This results in strained communication and mutual lack of trust.

Focusing on a non-performing sales rep diverts a sales managers’ time from important activities, such as coaching reps with greater potential. Many sales managers do their best to be fair and give the rep a chance to prove themselves. They give the rep the benefit of the doubt and allow the PIP to drag on. We all know the opportunity cost in terms of lost sales as well as additional management time spent on the individual. As a rule, do not allow a PIP to linger for more than 3 months. Either the rep can perform or its time to part ways.

Stay Focused on the Desired Result
It is critical to assess the issues when dealing with poor performing sales reps. Depending if it is an attitude or effort issue, a decision needs to be made if the rep is to remain part of the team. I know HR must follow proper procedure, but if you have a bad apple you throw it out. You need to focus on the outcome that you think is right for the organization. Being very clear with what you want as the end result is required up front so you don’t waver through the process. Managing a 3-month PIP means determining if the rep is a player you want on your team and then managing that PIP effectively to achieve the outcome. If you believe the sales rep can pull up their performance then you give them the chance. It’s not about lying or deceit, it’s about making sure you have the right people on your team. Clarity will ensure that the process is seamless and effortless.

Enough with the Perpetual PIPers (PP)
We have all come across the PP. This is the sales rep that can do a high quality sales job but is not willing to put in the time or quantity of activity that would up their performance. I call them the “talented slacker”. They are content to meet annual sales objectives, but not exceed them.

The disparity arises when a new manager joins the team and their performance gaps become glaringly apparent in relation to their peers. The new sales manager gets tired of pushing the talented slacker to do more and eventually puts them on a PIP. Because the sales rep doesn’t lack the quality, they temporarily up their activity and thus satisfying the terms of the PIP.

Overtime the perpetual PIPers will fall back into their old habits until a new manager arrives and the process repeats itself. Once a rep is on a third PIP, I say 3 PIPs and you are out! The third PIP is a termination letter.

Be Proactive:
All your reps should be on a SIP! A SIP is a Sales Improvement Program. If you want to proactively manage performance, every sales rep in the organization should focus on at least one area of improvement to take their performance to the next level. Even your STARS have opportunities for improvement that can take them to a higher level of performance. You can call it a SIP or a coaching journey. Regardless, proactive sales managers are always looking to elevate the performance of each of their sales reps to maximize results.

Conclusion:
Every rep should be on a program as a means of improving their performance. Companies who are truly performance based should be focused on continual improvement from all their sales reps. If a rep is not performing you need to be clear, concise and expeditious when addressing a performance improvement program.

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The 5 Ways Sales Managers Shoot Themselves in the Foot

Many sales managers have absolutely no idea how to be sales managers.

This isn’t entirely their fault. Many sales managers are emulating the exact same behaviors that their (bad) sales managers showed them. Many sales managers are sales reps who just got promoted out of their field of expertise entirely.

But of course the success of your company depends on your sales team. It’s important for all sales managers to stop shooting themselves in the foot-and even a clueless sales manager can improve. Here are six ways that sales managers shoot themselves in the foot, and what you can do about it.

#1. They Adopt a “Sink or Swim” Mentality

You could hire the 10 best sales reps in the nation, but if you adopt a “sink or swim” mentality most of them are going to fail.

Success in one company does not necessarily predict success in another. Every company is different. Every product is different. Every process is different.

Yet far too many sales managers simply fling their presentation book and territory maps at new hires and say, “Go get ’em, Tiger!”

Instead, you should take the time to figure out your sales process, from prospecting clear up until the customer installs or receives the product. Dig in to find best practices. Train them on a specific presentation. Give each sales rep a proven road map that can lead them to success over and over again-even if that rep was Mr. Sales Superstar in some other division or company.

And yes, if no such process currently exists then it will be up to you to create one.

#2. They Give Useless Advice

“Mr. Sales Manager, I want to hit quota but I don’t know how.”

“Just make more calls.”

Right now that conversation is being repeated over and over again across America. And it’s leaving a trail of frustrated sales reps and frustrated sales managers in its wake.

Assume your representatives want to succeed, and then figure out what’s standing in their way. Are they calling the right people? Is there something going on with their delivery when they call? The “numbers game” is a good starting point for sales success, but it’s not the end all, be-all. Stop assuming the problem is laziness or some other personal failing on the part of your reps and start positioning yourself as a coach and mentor.

#3. They Mistake “Rah-Rah” Huddles for Motivation

Having a positive attitude is certainly important. But cheering huddles, sales contests, and motivational posters are all surface solutions that don’t get to the heart of what it takes to create and maintain a positive attitude.

In reality, having a positive attitude comes from:

Knowing where you’re going.
Knowing why you’re going there.
Knowing you know how to get there.
Helping sales reps see where they are going is more than setting quotas. It’s also a matter of setting clear expectations for conveying the company brand, for achieving the right level of customer service, and for achieving certain success tasks such as setting appointments.

The “why” is about helping the representatives see the personal benefits of meeting those targets-helping them truly see what that level of income means to them and helping them place themselves inside of that picture. However, most employees want meaning, too, so why also comes from the company’s mission-what it’s trying to achieve and why the rep’s work matters.

But the third ingredient is the most important-how. There is nothing motivational about, “You can do it!” There is an incredible amount of motivation in “You can do it, and here’s how!” Give people action steps. Cheer for their actual successes, instead of slapping on a “we’re great” Band-Aid first thing in the morning. The Band-Aid solution is a hollow solution, and everyone knows it.

#4. They Develop an Antagonistic Relationship with the Marketing Department

Marketing is not the problem. Marketing is not delivering crappy leads. Turning the marketing department into a scapegoat doesn’t achieve anything except the breakdown of communications. The relationship should be symbiotic-they create leads, and you turn them into money.

Instead, see if you can work with marketing to determine the best, most profitable leads. Dig into the data with them. Find out what they’re doing so that you can incorporate their messaging into your sales presentations, allowing you both to present a consistent brand. Help them out by communicating the pain points, questions, and objections that your team encounters in the field-this is information that will help them create better marketing materials.

#5. They Spend All Their Time Putting Out Fires

Of course it’s important to be there for your team and to give them the tools they need to succeed. But resist the urge to solve every problem for your reps.

A recent post in “Top Line Leadership” put it pretty succinctly.

A sales manager who is reactive is one who is constantly fighting fires. And these “fires” are likely the same problems they were struggling with last month, too. The core problem that many sales managers have is the flawed mindset that, “I am 100% responsible for solving all team problems.”

So, salespeople hand-off their problems to their manager. Problems in customer service, order entry, you name it. They all get dumped in the sales manager’s lap. In extreme cases, a sales manager can take on the role of an administrative assistant to the team. I ask sales managers: “Do you ever wonder what your salespeople are doing after they give you their problems?” Here’s a hint: they’re likely not making more sales calls!

Adopt a different approach instead of taking every single problem into your own two hands. Give your reps some guidance on how they might solve the problem. Empower them to seek solutions. Let them know you’re always available for guidance-which takes a few minutes-but you’re not always available to spend 2 hours on the phone with another department sorting out the delivery snarl. That’s their job. Your job is to be the coach-to teach sales representatives how to succeed.

A close relative of this phenomenon is the sales manager who is spending all of his time going out on calls with representatives. That might be appropriate when the representative is very new, or when the rep is struggling and you’re attempting to pinpoint the problem, but it’s probably not the best use of your time otherwise. You certainly shouldn’t be taking over sales calls-that’s demotivating in the extreme, and it prevents you from working effectively.

Of course, all of this can be boiled down to a single problem, really-each of these failures is a result of a sales manager’s misunderstanding of his or her job. You’re not there to do the rep’s job for them. You’re not there to write reports and projections-they are part of the job, but they are not the job.

You’re the teacher, the coach, the leader. You’re there to inspire and to help change and correct the representative’s course when he starts to waver. You’re there to show your team the way so that they can be successful.

Can Your Superstar Sales Person Become Your Superstar Sales Manager

Finding the right person to fill the sales management role is a common quandary in wholesale distribution. It can be especially challenging when a decision is based strictly on sales territory performance without regard for the specific skill sets required to lead a sales force.. 2005 has been a good year in wholesale distribution with some industries recording double digit growth rates. With market cooperation like that, most sales people are smiling as they hit or exceed their quotas. Deciding on the right sales person to promote to sales manager can become a difficult and risky decision..

“We need a new sales manager. Let’s promote Tommy, he’s our leading producer in field sales.”

“No! We can’t afford to lose Tommy’s production in the field.”

“That’s not a problem. He can be a working sales manager and still call on his key accounts.”

Most of us should recognize that conversation but not many of us recognize the fallacies that lie within it. In wholesale distribution, it seems that the primary prerequisite for becoming a sales manager is being the top performing sales person. Promoting our top performing sales person to sales manager simply due to results is a big mistake. Personal experience tells me it has less than a forty percent chance for success. Our chance of success is decreased even further if we really believe that our sales manager can manage the sales force and still be solely responsible for a number of high volume accounts.

Different Skill Sets

It is an undisputable fact that different skill sets are required to become a successful sales manager as compared to being a successful sales person. Selling is a profession that requires professionals. Managing a group of professionals with the type of personalities required to succeed in sales is no easy task. Yet, in my humble opinion, it is probably the most important management position you can hold in a company. Sales management holds the key to meeting company objectives. Effective sales management builds the platform for success. Sales people are not the easiest group in the company to manage. If they were they would not be sales people. Selling is not easy. It takes a special talent, self motivation, self discipline, a passion to succeed and the ability to accept rejection. The reality of the situation is simple. The majority of sales people are not managed well. Let’s look at some common sales management mistakes to help us develop the list of hints I promised that will increase your ability to determine which sales person at your company is likely to succeed as sales manager.

Mistake —– Low tolerance for process.

Let’s face it, there probably isn’t a sales person alive that likes paperwork and administrative tasks. However, a Super Star Sales Manager will be process oriented. They understand that success in sales is driven by best practice and best practice is built around process. Sales effectiveness depends on predictable and repeatable best practice. The Super Star Sales Manager will create the kind of culture that negates the inherent aberration by sales people for process, structure, detailed and documented action planning.

HINT #1

If your star sales person embraces structure, pays attention to detail, is always current with required communications, documents his action planning process and doesn’t whine about administrative requirements passed down by corporate, chances are he/she will have a high tolerance for process. This means he/she possesses a basic understanding of structure and accountability. Everything isn’t locked up in their head just because they have been doing it a long time and have had great success.

Mistake —– Weak coaching and mentoring skills

Relationship equity is still a primary ingredient for sales success. However, relationship equity with the customer is quite different than relationship equity with peers, subordinates and executive management. A Super Star Sales Manager will build enough relationship equity with their sales force to be able to provide effective coaching and mentoring in reviewing the sales person’s activities. They understand that you must manage activities and measure results. This coaching and mentoring process includes buddy calls, monthly territory reviews that provide support and resources to leverage individual sales talent. This process includes opportunity recognition and pipeline management. What does the sales person have in the pipeline? Can the sales manager provide proactive support and resources to increase the chance of success?

Hint #2

If your star sales person is reluctant to accept or seek out help, this may be an indication of the Lone Wolf methodology. Maximizing territory performance requires a team effort. Utilization of all resources and support is mandatory to grow market share and maximize profitability. Look for the sales person that is successful but recognizes that they are not alone. Look for the sales person that shares the credit for success, coaches the inside sales staff, recognizes the contributions of customer service personnel and others in the organization. This sales person has also gained the respect of his peers and is often seen giving advice and sharing ideas.

Mistake —- Lack of development programs and leadership skills training

Leadership skills are extremely important to effective sales management. This is especially true when managing a sales force that leans more to the route mentality, is in a comfort zone, becomes complacent or is focusing on demand fulfillment as opposed to demand creation. The ability to recognize the need to adapt your management style not only to the situation but also to the individual is a key to gaining respect and trust from the sales force. This is a learned skill. Failure to seek out leadership skills training can be detrimental to success. A prerequisite to success in sales management is the ability to recognize talent and develop that talent. A Super Star Sales Manager will recognize talent and is willing to help develop that talent to reach its highest potential. They also prune the garden effectively. This means they hire well but fire even better. Failure to formalize a development program for sales management is a big mistake.

Hint #3

If your star sales person is not interested in attending seminars, doesn’t listen to self development tapes and hasn’t read a sales book in the past year, chances are they believe they are as good as they are going to get. Look for the sales person that is willing to be away from his territory, sacrificing commissions to increase his individual knowledge. This is the type of sales person that is a sponge when it comes to continuing education in the fields of sales. This person not only seeks company sponsored training but is willing to invest his own money and time in self improvement activities. They have a philosophy of continuous self improvement striving to be the very best that they can be.

Mistake —- A Member of “The Lucky Territory Club”

Numbers alone don’t always tell the story. We need to analyze each individual success story. Just because a sales territory has performed well doesn’t automatically mean the sales person is a star. A ten percent sales growth sounds great but how good is it if the potential growth for that territory should be in the twenty or thirty per cent range. A ten percent sales growth in that territory sounds great but how good is it if the market in that territory actually grew by thirty percent and the sales person was in a comfort zone walking by opportunities daily.

Hint #4

When evaluating your star sales person for potential promotion, analyze the numbers thoroughly. Is the sales person the real reason for that territory success? Are the numbers as good as they appear when you consider all the factors? Determine how this territory was established. Is this sales person responsible for the long term growth of this territory or did they inherit it. Analyze new account development in this territory. Evaluate this sales persons prospecting skills. How many new accounts have been developed in the territory? What kind of penetration success has been demonstrated with existing accounts?

Hint #5

Look for the sales person that has the ability to think strategically. They are willing to sacrifice personal gain for the benefit of long term company success. (A rare quality). A sales person that may be a maverick and shoot from the hip occasionally but every risk they take is a calculated risk. Their personal objectives for territory performance are in alignment with the company’s strategic objectives in relationship to product development,, segmentation, vendor development and margin initiatives. Look for the sales person that has good communication skills internally, one that has learned to listen exceptionally well, a skill that often eludes some of the best sales personnel.

If you are ready to promote your star sales person to sales manager, pay attention to the hints listed in this article. If your star sales person measures up according to the factors discussed in this article, your chance of success increases dramatically. That means your Super Star Sales Person can become your Super Star Sales Manager. If they don’t measure up according to the hints discussed, look deeper into your sales organization for that sales manager or go outside the organization. There is no such thing as entitlement. Remember, different skill sets are required to be an effective sales manager.

Why Developing Your Sales Managers is Crucial to Your Sales Success

It may surprise you to discover that many Sales Managers learn how to be a Manager on their own.

According to the latest international study on Sales Training and Sales Force Effectiveness, many Sales Managers are given very little or no support when it comes to being a competent, effective manager. In fact, many Sales Managers reported that they were given no formal training in Sales Management practices, either before or during their tenure.

The study reported that Sales Management training is the category of sales training that is addressed with the least frequency, in fact it is less than annually or not at all.

The study also reported that if Sales Managers were more frequently and better trained and coached then their sales teams achieved higher performance and results. In no other type of sales training was a more positive correlation found between frequency of training and sales performance. Interestingly, it also revealed that sales training doesn’t need to be delivered in formal classroom settings.

As with many sales people who follow no logical process when selling, so it is true for many Sales Managers who fly by the seat of their pants and are often left to their own devices. These international findings further support our 15 years of observations in the Australian market place that Sales Management development and performance is not taken as seriously as it should be.

Would we let a football coach without any experience or formal training in coaching become the head coach an elite football team? Not likely! At the very least, we would expect them to do a coaching apprenticeship. In addition, many of the current crop of elite sporting coaches have also undertaken formal education and training to earn the right to apply for senior coaching roles.

Sales Managers need support if they are to be of best value to your business, your team, and to themselves.

Where do we start? Let’s look at some of the broad core capabilities they need to be competent in the 21st century sales environment:

Strategic Action – Understanding industry and organisation; taking strategic actions
Coaching – role modeling, feedback, trust building
Team Building – designing and managing teams, creating a supportive environment
Self-management – fostering integrity and ethical conduct, managing personal drive, developing self-awareness, decision making and management skills
Global perspective – cultural knowledge and sensitivity, global selling program
Technology – understanding new technology, sales force automation, customer relationship management
As you can see there is a lot to know and apply in the role of Sales Manager. So, how do we support them in their development? Formal classroom training on key topics is a great start, however it is important that these are spaced at regular intervals – for example, run over a few months with 1 or 2 sessions and follow-ups rather than squashed into a week with no follow-ups. The formal classroom sessions should also be supported by much more frequent activities which can include local or distance coaching (group and one-on-one), combined with regular access to advice and topics of interest such as talent management, time management, and business trends. This type of support needs to become part of a development regimen for those who are in Sales Management or those that aspire to be Sales Managers.

When formal and informal development is consciously applied and supported in the workplace it can have amazing effects for the Sales Managers themselves and their teams.

For instance, in addition to classroom sessions, in regular tele-coaching sessions (monthly 1-hour group sessions with up to 4 Sales Managers) for several companies, the managers share and discuss their needs, challenges, ideas, and strategies for effective sales performance in their teams, as well as their own needs and development as leaders. The feedback has been very encouraging. Some feedback we have received from them so far includes:

it is a collaborative learning environment
great ideas exchange, learn a lot from each other
peer support – only time we get to really work with each other and share ideas without another agenda crowding the discussions
no hidden agenda – feels safe, supportive, useful
independent view from coach keeps ideas fresh and focused on the sales agenda piece while finding ways to integrate with ‘well managed’ piece and other priorities
keeps the concepts and program we are running top of mind and makes sure we do it and don’t lose it
makes sure we are really implementing the tools and content properly
One manager stated: “This has supported me by providing a consistent frame of reference for all of us to work around. This has been a program that all the staff has been involved with rather than ‘another message from above’… ‘The best part has been the follow-ups on the phone with the other Sales Managers. Hearing their experiences and applying some of their takes on the principles has been very beneficial, and the re-enforcing of the principles and the increased familiarity and use of them has added measurably to it being embedded in my dialogue with my team.”

These conversations are not just ‘chats’ they are based on substance and the critical things that Sales Managers need to know and apply. So, if you think you can solve the problem with a simple, unstructured monthly ‘chat’ think again.

Now that we have discussed the importance of developing Sales Managers, let’s also remember to consider the Sales and Sales Management experience and expertise of the people you choose to support your managers through training, coaching, and mentoring. A deep subject matter expert will be able to provide both the practical and theoretical support managers need for them and their teams to succeed.

While a monthly coaching or training session may not seem like much, many Sales Managers are in need of support and help, especially now in these tough markets. You can make a big difference to your sales results if you take a little time out to develop your Sales Managers.

Remember everybody lives by selling something.

Sue Barrett endorses the proposition that ‘everybody lives by selling something’ and people buy from people they trust. Sue is founder and managing director of BARRETT, and specialises in 21st century sales training, sales coaching, sales leadership, sales capability and sales culture transformation. Sue is one of the few prominent female voices commenting on sales today. You don’t have to be a sales person to benefit from her knowledge and insight. If you have an idea, capability, product, service or opportunity that you want to take to market then Sue says you need to be able to sell – ethically, honourably and effectively.

When Selecting a Sales Manager, Good Is Better Than Best

It has been the accepted practice for decades that the best performing sales representatives are the ones most likely to be promoted to sales management positions.

Coincidentally, if you were to ask sales executives to evaluate this practice, most assuredly nearly all would reply that two things happen — neither of which is good!

First and foremost, a high performing sales person is taken out of play, so the team loses a great salesperson.

Secondly, the former high performing sales person usually turns out to be an average or mediocre manager, so the team loses again. Sometimes the company loses because many times the former high performer, now less than average manager, will find employment elsewhere.

Some of the cause for this outcome is the fact that companies tend to spend a great deal of time and money on technical and product training for sales representatives, but spend little or no time and money on leadership and management training. Leadership and management skills and leadership abilities should be the qualifying actions and requirements before promoting any sales representative to manager.

The practice of promoting the high performer continues throughout all business enterprises in the United States. The practice is based on two assumptions. It is assumed that promoting a high performer is the right thing to do as a reward for success. And highly successful sales representatives will be good leaders.

The former may have some merit, but the latter is clearly neither a sensible or logical conclusion. As suggested in the opening paragraphs, a high performing sales record does not assure the ability to lead. There is much evidence to support this assertion.

Professional sports teams are great examples. Many former professional baseball, basketball, and football players became or are now Head Coaches or Team Managers. Only a few of them were top performers. Some were good performers, and many others were just solid players. After all, anyone who is on a professional team is head and shoulders above us ordinary people, but not all of the extraordinary are super-stars. There are those who are the elite within the elite.

Generally, the superstars who become coaches or managers are not usually great managers or coaches. There are exceptions. Bill Russell comes to mind as a good example of a superstar who was a highly successful coach. His teammate K.C. Jones was a very good player who was probably an even better manager.

The former players who become successful Head Coaches and Team Managers were usually good players, but not superstars.

Phil Jackson is an example. Who would have thought that the “Human Coat Hanger” as an off-the-bench player for the Knicks would become the “Zen Master” and highly successful Head Coach of both the Bulls and the Lakers winning many national championships for the two teams.

Another example is Tony LaRussa. He retired after winning another World Series with the Cardinals and he will go the Baseball Hall of Fame as a Manager, not a player in the major leagues.

Most former professional football players who have gone on to being a successful Head Coaches were not superstars. On the other hand, not many professional football superstars became successful head coaches.

How does this apply to selecting a sales manager? Here’s how.

Sales reps are very competitive and often have huge egos. That’s okay. Those are traits that benefit the execution of their craft. Top performers like superstar athletes have high expectations not only of themselves, but also of all the others on the team.

The professional players who were less than superstars know that everyone on the team has a contribution to make, so their expectations are not for everyone to be a superstar, but for everyone to contribute to the team as expected.

This is the single most significant reason why the non-superstars make better coaches and managers. While the fact remains that everyone on a professional sports team is part of an elite group, there are those among the elite who are more elite. The latter group often does not relate well to the former group.

And this is why the top sales performer most likely will not be a good sales manager or leader. The top performer’s expectations are likely to be too high. The top performer expects that everyone else on the team will share his drive, his discipline, his methods, and his zeal. That expectation is unrealistic.

It is not uncommon for a previously top-performing sales person, now promoted to manager, to affect what I call the Clark Kent syndrome. The syndrome often engages when the superstar manager meets with customers along with a territory sales representative. When the former top gun salesperson perceives the territory sales rep to be floundering or slipping up before the customer, the new manager will not hesitate to push the territory rep aside and take over the situation in much the same manner as Clark Kent would rip away his shirt and tie revealing the big Superman S.

This action may “save the day”, but once again at least two things happen that are both bad. The customer begins to lose confidence in the sales rep, and the customer will likely contact the Sales Manager, rather than the sales representative, when the next issue arises.

On the other hand, the good performer turned manager is likely to understand the importance of supporting the local sales person rather than being Superman.

I instructed the Sales Managers reporting to me to not only stay in the background, but also to not give the customer a business card. I told the Sales Managers to give any excuse they could to the customer for not having a business card, but to assure the customer that the local rep would be in contact if needed. There was no way we wanted to the customer to circumvent the local sales person as it happens sometimes.

Good performers, who are promoted to sales manager, usually understand the dynamics of the team and the contribution of the individual members to the team. The good performer turned manager usually knows how to motivate and to stimulate the strengths of each individual on the team to produce and to contribute because someone probably treated them that way or they knew they couldn’t do it all themselves like superstars tend to think at times. The expectations of a good performer now manager are likely to be both grounded and directed to achieving team goals and objectives rather than individual goals. And perhaps the most beneficial trait of the good performer, now manager is that the competitive nature of his team members will be channeled towards competitors rather than between or among fellow team members.

Leadership is the essential component. Leadership manifests itself in many ways. One should expect a manager to be a leader, but not all leaders on a team are managers. Top performers are expected to be role models and to lead by example. Whether it is habits, discipline, planning, organization, appearance, or temperament, the top performers must be role models.

Sales Managers must be more than role models. They must be leaders.

Sales Managers must be visible and not hidden behind a desk. At the same time, Sales Managers are not the person on the white horse leading the charge. Good leaders are those who work alongside their team and who let each team member know the value of the role each plays as part of the team.

Leaders are not just a “pretty face” or a “fast talker”. Charisma is not leadership. Many charismatic personalities have the ability to draw people to them, but often have nowhere to lead those drawn.

Leaders understand that front-line sales personnel are not “cannon fodder” or some other dispensable tool. On the contrary the front-line sales teams are indispensable to achieving the business objectives of the organization.

Leaders are not just bosses who tell team members what to do. Bosses capitalize on power that generates limited success and generally leads to disgruntled, lifeless, and dispirited team members. Leaders stimulate and encourage team members to do their part in the whole scheme of the company goals.

And perhaps most important of all, leaders do not view kindness and appreciation as something weak or beneath them. Leaders know that positive reinforcement may be the most powerful leadership tool there is. Leaders recognize the value of telling team members that they have done a good job or showing thanks for what they have done.

How To Look Professional Online

There are billions of people who are using internet for professional purposes. It is called online reputation management. No matter what field of work you are in, online content is powerful in making and marring the image of a person. Though no specific rules define professional behavior online but it is advisable to follow some basic steps in order to look more like an expert and less like an amateur. Here is a guide to help you put your best foot forward on the Web-

The best stands out

The internet does not filter out items you don’t want other people to see. If somebody key in your name into Google then it will deliver the most relevant results. So, load the web with professional content that reflects well on your name.

Maintain your reputation

Your privacy and reputation should be taken care of. This process is time consuming but try to dedicate some time to find out and remove dubious content. For e.g. If your friend an objectionable photo on Facebook, try and remove the tag yourself. Make sure, no questionable content should be available related to you on web. Though it is virtually impossible to entirely remove the content once published online but your best option is to keep negative materials from ever hitting the web at the first place.

Protect personal information

Protecting password and other vital information is of supreme importance on the web. If anyone gets access to your account, it may ruin things beyond repair. People get victims of identity theft, sometimes financial resources get stolen and other times computers are hacked. So, the password should not be easy-to-guess thing. Keep on monitoring all accounts on daily basis.

Branding is must

Maintaining online reputation is not just being safe about your data but think of your online reputation as a product that needs to be marketed continuously. Creating a business fan page on Facebook, joining professional sites like LinkedIn, writing a blog are some of the effective ways to manage your professional presence. It will be great if colleagues and clients review your services or goods. Honest reviews are powerful. Never forget smart web surfers can quickly spot fake reviews. Try to be consistent with messages and profiles. While writing content, make sure you use the same logos, slogan and even fonts. When anybody offers criticism, respond amicably and figure out the solution to solve the problem.

Cash your expertise

It is important to be online to pump up your reputation in unlimited ways. There is no better way to present yourself as a well-rounded, trustworthy professional than blogging about a topic that interest you. This initiative will help you establish as an expert on a relevant subject. Even you are not among world’s top experts but putting a thought and value into online content is always appreciated.

The internet memory is accurate

Internet never forgets. If you put write anything online, it is there forever. So be cautious and vigilant what you are feeding it. Not everyone is happy with the internet’s long memory but your vigilance is your best protection.

Impact of Smart Technology on Data Entry Processes

With evolving smart technologies, the entire process of rendering data entry services has become way easier. Smart technologies are now helping businesses strategically and economically by generating data from every possible source including mobile phones, industrial equipment, smart accessories and personal computers.

Data entry services are considered to be “smart” on their responsiveness with respect to the incoming data. Businesses are looking for effective ways to manage data for obtaining better value and supporting their ultimate objectives.

Smart technologies tend to engage people and various smart devices with the related business, for better processing and collection of data from designated sources. For supporting and coping with the current evolution of such technologies, processes are being constantly renewed.

There are various smart applications that enhance data analytics processes and make them even better. These include Cloud Computing, Internet of Things, Smart Data and Machine Learning.

Need of Smart Technology
Data entry services, when offered with smart technologies provide real-time data processing, thus improving business’s economic growth and providing a business-friendly option with efficient data management.

When looking for a suitable smart app for your business, you should always consult a data entry outsourcing company.

Nowadays, businesses are striving for more innovative strategies while incorporating these smart apps.

It eradicates the need of paper documents.
It provides innovation with a customer-centered approach.
These technologies are all industry-oriented, providing accurate results
These are scalable and easy-to-adopt.
They work even better with unorganized data volumes.

Collection of Data via Smart Technologies
Smart technologies assist in collecting and assembling data through:

Intelligent Capture replacing template-based data extraction with an efficient capturing module and natural language understanding.
Mobile Data Entry for collecting data on various mobile devices, enabling smart data entry services.
Robotic Process Automation (RPA) providing the latest smart recognition technology for improved data processing.

Data Alteration through Smart Technologies
For better use of these technologies, data entry services and methodologies are continuously being reshaped and revised, allowing organizations to take competitive advantage, along with enhancing cost-efficiency and security of business operations.

Smart technologies include Artificial Intelligence, Machine Learning, Internet of Things have now replaced manual processes that are more time-consuming, providing lesser room for human errors.

Let’s talk about a few of these technologies:

Artificial Intelligence and Machine Learning are more responsive and secure when it comes to managing any repetitive task, recognizing various patterns and enhancing the accuracy level.
For expanding number of data sources and creating a connection between people, internet, devices and businesses, IOT (Internet of Things) is used extensively these days.
From cloud computing services based on data entry services, businesses can derive benefit and manage the complexity of their data infrastructure.

Effect of Intelligent Technologies
Smart technologies are drastically casting a positive impact over data entry services and rendering a friendlier approach, providing benefits in the following ways:

Better and more composed process, leading to reduction of human errors.
It has become faster and more efficient with easy management of data in bulk and from different sources like paper forms, scanned images and much more.
Streamlining the business operations and changing the perception of businesses to deal with data management projects.
Increasing the potential to scale data entry processes and utilize innovative techniques.
Enhancing the ability of businesses to manage remote projects more effectively and receive client data irrespective of network availability.

With data entry services supported by smart technologies, you can better achieve your business goals with an efficient management and processing of data.

Understanding the Importance of Residual Income

This article is aimed at explaining the importance of building residual income and also to explain the need for individuals to leverage network marketing business model if their dreams are to gain financial and time freedom. So, even if you presently work a job or business, it is needful that you pay attention to network marketing so as to develop residual or passive income over time.

The commonest way that people define residual income is “income earned while sleeping”. Is it really possible to earn income while, all the while, you are asleep? This may sound strange to some people but, yes, it is possible.

The importance of residual income in a man’s life finds expressions in the statement of the billionaire investor, Warren Buffet, in which he stated that “if you don’t find a way to make money while you sleep, you will work till you die”.

Residual income is a concept that many ignore without understanding that their future well-being is dependent on it. And with what result? With damaging consequences.

By going to work every workday and receiving a salary at the end of the month, you’re simply exchanging time with money. Your salary is not residual. If your work stops, your income stops automatically.

Let me explain residual income with the following example.

Imagine two men in a village. Both have to walk a mile every day to a river to get water for their families. After a month, one man starts working on building an underground pipeline to connect the river to his house. For an entire year, he expends extra energy working on his pipeline. When he finishes, he has the source of the water directly to his house, while the other person continues to visit the river.

Residual income is like building a pipeline to connect water from the source to your house so that you don’t always have to go to the river.

In that short example, you will notice that it took some time for the pipeline to be constructed. But having done that, the man continued to enjoy water supply effortlessly.

However, the second man who failed to take the same initiative had to continue to visit the river for his water supply. What will happen if he becomes indisposed? He and his family will stay without water and suffer its consequences.

There exist many business initiatives that you can leverage in your effort to build residual income. But I do recommend network marketing, or MLM as some would like to call it, due to the fact that it doesn’t requre a tonne of investment capital to set up.

A lot has been said about network marketing by various network marketing professionals but many still feign ignorance about it.

The reasons people WON’T take a look at network marketing is NOT:

• because they don’t have the money.

• because the opportunity or business isn’t good.

• because they are worried about being scammed.

• because the profit margins aren’t high enough.

• because the demand for the product isn’t wide enough.

• because they need to ask their spouses first.

• because they need a night to sleep on it.

• because they need more time to research the company.

• because they need to get on the phone with you to join.

• because they have to ask other people on Facebook to see if you’re a good sponsor.

• because they need to see your bank account to prove the results.

• because they don’t believe in it.

The real reason they don’t join network marketing business opportunity is that they have been conditioned by society to be consumers of goods and not producers.

.They have been conditioned to buy “education” but not to buy knowledge.

.They have been conditioned to have a “job” but not to own a “business”.

.They have been conditioned to be workers but not to be their own bosses.

.They are non-thinkers instead of go getters

.They are intimidated by anything that challenges them.

That is what this is really about. It’s about people who are so afraid of learning, and stepping out of their comfort zones and being paralyzed by their fears.

It’s about being comfortable and caring what other people might think. It’s about their family thinking they are FAILURES if they do anything besides just having a JOB.

If you’re working presently, understand that you are only exchanging your time and effort for the pay cheque you receive at the end of the month. That’s okay though but by going to work every day, you are not building residual income which is the pipeline that will enable you to get water supply without having to go to the river.

Why It Pays to Have a Multiple Quote Website

Why it is necessary to get a reliable insurance company in today’s world: there are certain straightforward trademarks of all insurance companies, through which we can distinctly differentiate between them.

Go through the reviews of well-reputed and creditable resources which can assure you that the insurer you are opting for works for your benefit and secured contentment.
Shop around for comparison because there might be companies in market providing premium policies at a dirt-cheap rate, but many a times those companies aren’t legitimate. So, go through policy details and settle for that particular insurer who facilitates all coverage without cutting down the market rate to 50% but at the same time is comparatively cheaper.
Lastly, consider experience as the most important trait of the insurance company. Check their expertise in the field you are concerned about, and if their issue of license has a greater number of years in terms of longevity, then go for it without hesitation.

Categories of coverage: A cobweb of insurance companies is present, offering insurance for multiple categories like:

Insurance for Cars: Two things every car owner should keep in mind while selecting the insurer:

While liability insurance is over-priced, the common policies are quite cheaper in comparison and some other policies are dependent upon the model of your car.
Never allow lapsing of the policy you are paying for.

Insurance for Homes: The most fundamental and common homeowner insurance policies cover at least four of the following criteria:

Coverage that shields your home.
Coverage that protects other liabilities.
Coverage that guards personal properties.
Coverage for the surplus living cost one has to pay in life.
Coverage for undone properties.

Insurance for Health: In this resilient economic condition that we are living in, there is one insurance policy called HDHPs or Catastrophic Health Insurance policy on which every consumer is banking for fortification in emergency situations.

Life Insurance: Points to be noted when investing in life insurance premiums:

Check your financial service aids from which your family can draw.
Write down a rough description of all your long-term financial requirements.

For some companies, there isn’t one particular website for all the information on these categories. Hence, digging through multiple sites and reading along the lines of criteria for multi-categories of policies is tedious and difficult.

So, for all the purposes mentioned above, you need a website which contains concise and updated information on multiple insurance quotes.

The kind of information available on multiple quotes websites: The procedure for proper operation of the websites varies, but the end result remains the same, which includes the following:

They are equipped to present us with the perfect coverage plan according to the basic details about us and our personal requirements.
Easy comparison of multiple insurance quotes so that every doubt is clarified and we choose the optimum and ultimate plan for our own benefits in terms of long term protection.
Based on the range of rates that we have set for us, we get both variety and reliability in the form of information proffered by these websites.

Webinars – A Guide to Creating The Perfect Webinars

With the ever-increasing technology in today’s world, the demand for high speed information is at an all-time high, and along with this, the modes of information delivery are also increasing a lot more. With this increase has come a powerful new medium known as Webinars. The term for a Webinar is a “Web Seminar”, which a live-streamed video conference that can be used for businesses and their employees over long distances, which can also be used for online video interviews and related services. Businesses that use this tool can boost productivity and efficiency, as it can cut down travel time and costs and allow issues and tasks to be solved quickly. In this guide, we will explain exactly what needs to be used to make a webinar work correctly, allowing you to break out into the crowd.

As stated above, a webinar is a tool used for live conferencing. This is not just limited to business meetings, but can also extend to business interviews, school and college interviews, marketing a product and even general Q&A’s. However, using this tool can prove to be difficult for those who have no general idea where to start from, and with little to no experience, things could lead to be sloppy and unappealing for viewers which can lower traffic and interest. In order to make sure the experience is a pleasurable one, you will need to know a number of things that will help you expand your knowledge in the field of webinars. In this entry, we will be focusing on a specific aspect of webinars, which is marketing a product, item, or service to a particular audience or demographic.

As a first, arguably the most important aspect of hosting a Webinar is the equipment being used. It should be obvious, but a lot of people will quickly lose interest if the video quality is poor, as viewers will not want to spend their time trying to figure out what exactly it is they’re looking at, quickly prompting them to be annoyed. The next item that may lead them to be just as disgruntled is the general audio quality. If the audio is choppy and inaudible, it will most likely render them unable to hear the opposing party, causing issues and possibly resulting in miscommunication. These issues can usually be resolved by simply acquiring a faster internet connection, as these can be the result of poor connection between both ends. However, if the issue still persists after this, it is more often than not a result of low-quality equipment, and it may be wise to invest in an external microphone and a High Definition camera.

Next, maintain a connection. When it comes to creating webinars, you are constantly competing for someone’s attention. This is why it’s important to make sure your content is both relevant to what the viewer is looking for, and just as important to make the webinars fun and entertaining as to make sure you keep the potential customer hooked in. On average, a general video viewers attention span only lasts ten minutes in, however with marketing webinars, it is an even smaller window. On average, you have only ten seconds hook in a viewer’s attention and maintain it, as more often than not, if this attention is not held they will simply move on to the next appealing product that is being offered. This first ten seconds is crucial and critical. Start out with a relevant and relate-able joke, as a humorous tone will help draw in a viewer.

Finally, learn to keep it real. As stated in the previous entry, it can pay off to maintain a connection and relate with your viewers. This is to make sure you can hook in as much potential customers as possible. The more viewers there are, the more attention your webinars will draw, in turn, bringing even more viewers and creating an upward spiral of success. A good way to do this is being your webinars by introducing yourself with a real life story that will help our viewers to relate to you. By doing this, it shows that you are also a real and relate-able person, prompting viewers to be even more interested in your offers. You can also use the advantage of analytics as a tool. By inputting real life statistics into your webinars, this shows your viewers that you aren’t simply trying to sell than item, but you are showing them a crowd of other customers that also believe they need this item. This can trigger a response in your viewers that lead them to be even more interested.