What’ New with us:   

We are sure glad to see the sun and spring weather finally come to our region. One thing about the seasons, they remind you of growth and constant change. An old cliché goes “Nothing happens without change!”  

As to Business Architects, we are still working on the web sites, both the companies and my own. Some things seem to always take longer than you hope. As soon as they are up we will have plenty of material on line along with my e-books for your review.  

Our sales programs with the eight (8) follow-ups are going great; participants continually come back with stories and illustrations of how they are changing their mind set and selling more because of it! Steve gives one example of a customer that was looking for a box of screws and tuned into an $8,000 sale! All because he questioned and used imagery! Loren says he continually catches himself saying too much and switches to questions and Andrea indicates her bank customers don’t even talk about interest rates because she provides a total solution! This is because they are applying what they have learned in the training.          

Selling Skills for the Month:  

In all of the sales training I do, the emphasis is always on discovering what your customer wants and needs. This means using questions to uncover those needs and wants, especially if the customer doesn’t even realize the needs and wants!  

So the major skill needed in professional sales is the ability to use questions effectively. When we look at the art of questioning we need to understand that there are different types of questions, but also there are different levels of questioning. In general, most people tend to use a very narrow questioning level. We as professionals need to widen and be able to questions effectively on all levels.  

Basic and narrow focused closed questions:  

This is forum focuses on one piece of information such as yes or no. What is your name? What is your phone number? This is very useful if all you need is a simple response or piece of information.   

Basic and narrow focused open questions : 

This forum takes the closed question to a different level, but is still focused on a specific product or piece of information. How do you say your name? How does your phone number go? How would this feature work for you? More information is provided but not very much.  

Product or situation focused open questions: 

We now move to a broader scope of information that is still situation specific or product oriented. Tell me about your name? How is it you came to live where you do? Give me an overview of your current office equipment operations? What do have now as far as banking services? This gives us more information about the specific item, yet is some what limiting in the big picture.  

Goal, visionary and future oriented open questions: 

This forum takes us away from specific situations or product and into a broader arena of information. In your opinion, how important is a name? If you could change anything about your office operations, what would it be? When thinking of your financial picture, what priorities come to the top? We now are away from the specific situation or product and are getting a bigger picture of the person, their situation and some insight into motives.  

Value and motivational oriented open questions: 

With this forum we go even broader into the person’s view of the world, business and life. We also get a better idea and clues to their motivations and values.  

What is it that got you started in Business?  

If you were to start over, what would you do differently? Why?  

What are your main objectives and why did you choose them?   

Question: At what level are most of your questions? How would your sales change if your questions were broader and deeper?  

Management Skills for the Month:  

The term “coaching” is used a great deal in management development. What exactly is “coaching”? Let’s look to the sports arena and look at a sports team coach does. Does the coach play the game? Does he participate in the drills? Most of the time the answer would be no, so what does the coach do? First the coach looks for the ability or strengths of each player. A good coach knows each position on the team requires different skills, so their first duty is getting the right skills in the right place. Then they need to reinforce those skills that are present and help the player develop them even further. An individual development plan is put in place to help the player practice the skills, under supervision, so the skill is practiced the right way! So the first step is to find the strengths, position the strengths and then improve the strengths. Now the coach can look at what is missing, what skills do we need to add to each position? Once more a plan of action is in place to develop these skills under supervision so they are developed the right way. Usually a player is working on both plans at the same time and may have one or more coaches to direct them. Of course some type of measurement and goal is in place to work towards.  

As a manager, do you have development plans in place for your key people? What skills are you reinforcing? Developing? By when?  

If you’re a sales person and would like your manager to work with you in this manner, maybe you need to use your selling skills to get the plan in action?  

Food for the Attitude:

Last month I put forth the idea of “active” and “passive” choices when we encounter another person. Most people seem to agree that they should be more “active” in their interactions, especially the more negative or challenging ones.  

Let’s explore what might keep us from being as “active” as we perhaps should be. In most of my conversations with decision makers, we talk about what it takes to make a person change their performance. This comes down to three (3) elements which are; the persons self-perception, the persons self-confidence level and their people and communication skills. A person can be very strong in one area but if weak in another, it will hold back their performance.  

We’ll deal with self-perception this time. If we see ourselves as fully capable, can visualize our selves in a success position and truly believe it; we have a strong self-perception. What this does is removes the doubt factor from our minds, which keeps our thinking open and sharp, rather than clouded with doubt. Many times I have heard people indicate the need to develop skills first and then develop the attitude. This may work, yet I have found the attitude first provides the foundation for much quicker skill development. The mind and strong self-perception feed the need for the skills and move the development forward.  

In short, work on your self-perception first, how do you really see yourself? Are you comfortable in all situations? Which are you comfortable in, which are you not? Why? This can help you sort out your strong points and indicate those areas you need to develop more. Put together a daily plan to change your self-perception and you will amaze yourself! Take a look in Think and Grow Rich under “auto suggestion”.  

Interesting Info for You:  

This past week has been interesting, a great world leader in Pope John was laid to rest and another person that could have had great influence, had their second wedding that most of the world ignored.  Prince Charles had all the advantage, position and title to be a great world influence. Yet, a shy, blond school teacher overshadowed him and left foot prints he and royal family may never be able to fill. Just because you have a title, position, money and power does not mean you have leadership or the respect of others. Leaders, like salespeople, are developed and everyone has the potential, provided they are willing to get themselves out of the way. Pope John and Princess Di got out of their own way to become legends!