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BWA Sales Management Training Event attracts Leadership

BWA’s S.M.T.E. attracts Leadership to Milton

Thursday, February 7th the BWA hosted its Sales Management Training Event with award-winning sales trainer and President of Sandler Training Milton, Andrew Wall.

Though the weather was challenging, many attendees made the trek to explore the multi-faceted aspects of leading sales teams.

Do your sales teams have best practices systems in place? What measurables are you currently using? How is performance evaluated and what are its comparables? Andrew Wall provided a hands-on, interactive training session that explored these topics and much more.

Andrew Wall leading breakout sessions with a hands-on approach to learning

“As we get busy, it’s easy to skip a lot of those details. The process is important, no matter how busy you get” – Sales Manager attendee from the event.

Systematizing your sales processes leads to consistency and predictability. The training event also incorporated breakout sessions to put into practice methods learned further imprinting the key points.

This event kicked off with members identifying their challenges in their company and moved forward to uncovering key indicators that can affect desired goals. In the end, BWA members were able to complete the day with a new insight and tools to take back with leading and managing sales teams.

Andrew Wall showing Sales Managers scientific insight on sales teams

Andrew Wall showing Sales Managers scientific insight on sales teams.

Sandler Training has approximately 270 training centres in more than 27 countries worldwide. Andrew Wall has built a highly successful career in sales and management and now focuses on training and mentoring companies and individuals to be successful.

If you would like more information about this event and the BWA, please contact:
Tara Davey
Program Administrator
Bluewater Wood Alliance
e: [email protected]

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How do we Grow and Develop Our Staff?

By Andrew Wall, Sandler Training Milton

As a professional development expert, I get asked all the time how do I know how to help my staff? Well good news, it doesn’t have to be so hard. The Devine Inventory provides an Employee Lifecycle set of products that turn Managing and Leading your people into a Science vs an Art Form. Good news!

As you are looking for B+/A Players during your recruiting efforts, Devine has pre-hire reports that evaluate a person’s behaviors. These behaviors are grouped into competencies and specific competencies are required for a position. Devine literally has hundreds of these reports already created so you don’t have to recreate the wheel. These pre-hire reports will provide a 1-99 score on how they match the job competencies and then simplify the interview process by providing behavioral interview questions for each job competency. Interviewing simplified!

When you want to “develop” your staff, Devine has a product that removes any 1-99 rating and instead focuses on how the person’s behaviors perform against the ideal for each position and how they match up vs the job competencies. The report provides specific information on how to use your strengths and how to develop lower behaviors. As the manager, it is comforting to know that Devine has already thought of how to uniquely “coach” each person according to their own development needs. This Devine “coach” report dramatically improves your coaching time with your staff. No report or evaluation is perfect.

After helping more than 11,000 people interpret and understand their own Devine Report, I can confidently say these reports make hiring, growing, developing and retaining staff much more predictable. “Thank you” social psychology for making my job as a professional development expert more predictable and successful.

Communicate the Way They Want It

By Andrew Wall, Sandler Training

As a kid growing up, I constantly heard on Sunday to “treat others the way I wanted to be treated”. In Canada, this can get some people into very hot water. I happen to be a part of the 8% of Canadians that want brief, bullet point conversations about the big picture only. Whether you are a Business Leader, Manager, Employee or Sales Person, developing and maintaining successful relationships in business and life is crucial.

I have a secret…cheat! You can learn about the four-model communication and decision-making theory called D.I.S.C. Successful business people are lifelong learners. The most important project is yourself. D.I.S.C. will allow you to better understand yourself and how other people see you.

People are a combination of two or three different styles and one is normally your primary style. Extroverts are either a Dominant or Influencer style who like to talk, are big picture and quite impatient. Introverts are either a Steady Relator or Compliant style who like to listen, are very detailed and patient. Emotional and relationship people are either the Influencer or Steady Relator style. Task and fact/strategic people are either the Compliant or Dominant style.

Common combinations of D.I.S.C. styles include a D, I or D,C or I,D or I,S or S, I or S,C or C,S or C,D. The letter that comes first represents somebody’s primary style. In Canada, the D.I.S.C. population breaks down this way – 8% of Canadians are primary Dominant, 37% of Canadians are primary Influencer, 32% of Canadians are primary Steady Relator and 23% of Canadians are primary Compliant.

Learning about D.I.S.C. will allow you to identify other people’s primary style and help you understand how they like to communicate. This will allow you to “read the person’s D.I.S.C. style then decide if you need to adjust and adapt” based on your style interacting with their style. No communication and decision-making style is better or worse than others, the key is learning how to “read people” then communicate with them in their preferred manner.

Communication can be simplified once you learn about the social psychology behind D.I.S.C. Happy communicating!

Building Your Competitive Advantage

By Andrew Wall, Sandler Training Milton

Do you remember when your business was quite young, you had few staff and sales resulted from your own successful efforts? Then success happened, and you slowly and continuously added more staff and today your sales team is working hard but not accomplishing your growth goals. Sound familiar? It is not too late…let’s get started!

Successful companies have a Sales Growth Strategy that the team collectively created and energetically is executing. Knowing who are your best customers helps you to focus your prospecting efforts on more of these great clients. Believing in best practices, you invested in Sandler Sales Training. Together you overlaid the Sandler Selling System to your unique number of interactions with prospects to become clients.

Now your sales team and sales management all understand what a qualified or unqualified opportunity is. Armed with this knowledge, your team spends their time wisely with good prospects and your closing ratios have skyrocketed. Wisely investing time with your great clients has created long-term relationships where loyalty, increased purchases, and frequent referrals are the norm.

When you create this environment, you will beam knowing your happy employees are well compensated for their contributions. There is an energy that is apparent as clients, suppliers, and guests visit your company. Every company is a reflection of its leadership. Let’s get started in building your sales machine. Create your own competitive advantage!

Are B- or C Players Dragging Your Company Down?

By Andrew Wall, Sandler Training

As the President or Business owner are you “Too Loyal” to your staff or is your staff “Too Loyal” to you? Ask yourself…are your best employees leaving for better opportunities, are you struggling to accomplish your tasks, projects, and goals on time, do new employees come and shortly leave? If you answered yes to one or more of these questions you are accepting Staff Mediocrity.

Successful and growing companies require B+/A Players to fuel the growth. When you grow and develop your staff into B+/A Players or adopt a B+/A Player recruiting mentality, your business becomes more profitable. Stronger employees are more productive, increasing your revenue per employee number.

For a simple illustration, a $1M company with 10 staff has a revenue per employee of $1,000,000/10=$100,000. If your competitor has a $1M company with 5 staff, then they have a revenue per employee of $200,000. The higher the number, the more productive your staff and your company are.

A good question is “Do you know your revenue per employee number?” and “Are you happy with this number?”. You may be saying to yourself, I owe them “one more chance”. If this is you, then I would strongly suggest you and the employee agree on their job responsibilities in writing, develop key performance indicators that the most important tasks/activities are getting accomplished and hold a weekly or bi-weekly individual meeting with your staff to review the progress of their key performance indicators.

Staff accomplishing their important job activities stay and poorly performing staff need to leave. A company performs according to how the leadership team performs. A company culture is a reflection of its leader. Are you happy with your staff, culture, and profits? If not, maybe this blog has given you the “jolt” you need to take action.