Great Sales Performers Are Made Not Born - Part 6

Great Sales Performers Are Made Not Born - Part 6

In our last post in this series we looked at the S.P.A.C.E model more closely. We also examined some of the implications for continually growing sales by continually growing your salespeople. In this post we'll start by recapping S.P.A.C.E and consider how much you actually need to practice to sustainably improve your performance.

Introducing Pipeliner CRM Universals - Deep and Powerful Sales Performance Insights

Introducing Pipeliner CRM Universals - Deep and Powerful Sales Performance Insights

From the beginning, a primary goal for any CRM application has been efficient management of sales performance. It has also been a desire of individual team members to evaluate their own performance.

With its original release of Performance Insights, Pipeliner CRM well surpassed this functionality which has, in traditional CRM applications, proven overly complex and unwieldy. We introduced the ability for reps and sales units to be visually compared for a specified time period, with one or more KPIs, instant “click to detail” analysis and more.

Great Sales Performers Are Made Not Born - Part 5

Great Sales Performers Are Made Not Born - Part 5

In Part 4 of this series we shared the secret sauce of sales performance came down to one key factor. Specifically that of the studies in all of the fields, the factor that explained the most (not everything) about expert performance was the quality and quantity of practice. We also shared The Five Steps to Mastery, captured in the acronym S.P.A.C.E. In this post let’s look at S.P.A.C.E more closely. Then we’ll examine some of the implications for continually growing sales by continually growing your salespeople.

Great Sales Performers Are Made Not Born - Part 4

Great Sales Performers Are Made Not Born - Part 4

If you’ve committed to a sales success system that really appeals to you (Step 1), you have laid the groundwork for improvement in sales - though you haven’t necessarily separated yourself from your competition. If you and your solution provider make sales training part of an overall process rather than a training event, you will begin to realise benefits that are elusive to others.

Great Sales Performers Are Made Not Born - Part 2

Great Sales Performers Are Made Not Born - Part 2

In Part 2 of this series we explore the first of four key steps to consistently grow sales by consistently growing your salespeople. As you read through the four steps, we would like you to mentally test the following hypothesis: Anyone of reasonable intelligence can become a great sales performer if they are willing to practice.

Great Sales Performers Are Made Not Born - Part 1

Great Sales Performers Are Made Not Born - Part 1

For most companies, the need for profitable revenue growth never stops. Unfortunately, the growth of salespeople does. As reported in Talent is Overrated by Geoff Colvin: “Extensive research in a  wide range of fields shows that many people not only fail to become outstandingly good at what they  do, no matter how many years they spend doing it, they frequently don’t even get any better than  they were when they started.”

Why You Need To Check Your Ego At The Door

Why You Need To Check Your Ego At The Door

We all have an ego, and that’s OK. There’s nothing wrong with having a healthy ego, in fact, it plays an important an important role in life. Essentially its role is to make sure our needs are met. The word ego can be traced back to 19th century Latin where it literally meant “I”.

Why Do We Hate Salespeople?

Why Do We Hate Salespeople?

We probably hate salespeople because we've all been burned before by one, and we're determined to never, ever let it happen again. And what's worse - given you are reading this blog post on a website that’s all about sales and selling - you are probably a salesperson yourself!

Google’s Secret to Hiring “Googley” People

Google’s Secret to Hiring “Googley” People

If you ask a recruiter at Google what they are looking for in a new hire, they will say “Googliness.” Best explained, “Googliness” is essentially a smart, collaborative, humble, optimistic, and not-afraid-to-be-goofy person. But how on earth can you identify these blend of traits in a pool of 75,000+ applicants per week?