Sign Up Now

Sign Up Now To Receive Your Free Copy of "Why Salespeople Fail"

Name:
E-mail:

Quote "Before I worked with Jim Barnoski, I was winging it as a sales professional and not closing enough deals. During the past five years, I have been armed with a range of tools in order to take control of the sales process that fits perfectly with my consultative sales approach. I feel confident in asking the right questions at the right times and helping the customer find the right fit with my company's services. Jim brings real sales experience, a lively teaching style and genuine concern for the development of his clients. I would certainly recommend Jim for any sales force training needs." Quote

Tim McCarthy - Pharma Sales

HOW WE WORK WITH CLIENTS

 

Meeting – Every client has different issues and priorities. We need to understand the problems to be addressed, the client’s capability and commitment to eliminate them, industry specific issues that make these problems unique and ultimately confirm that both parties believe there may be a fit.

Assessment – Employees, managers and executives do not respond to training and coaching uniformly. Our assessment process determines who can sell, who will sell, who is “trainable”, potential for improvement/ROI, primary areas of focus and areas to de-emphasize. In addition to individual reports, the Overview (required for firms with multiple salespeople) identifies company trends and hidden weaknesses and cultures that are undermining key sales initiatives. The assessment process does not obligate either party to an on-going training relationship. (This is especially critical for firms that may have a small percentage of “trainable” consultants or salespeople.)

Assessment Review – Company executives are debriefed on the assessments (and Overview when applicable). Both parties mutually agree if on-going reinforcement makes sense and appropriate training and coaching agendas for “trainable” participants (i.e. consultants, salespeople and managers). 

100% Management Buy-In and Participation – Training or coaching initiatives fail without sincere support from management. Managers must not only participate in specific segments; they must also agree to reinforce the fundamental concepts during their reviews, discussions with consultants, salespeople and prospective hires.

On-going Reinforcement – Changing habits and thought patterns with prospecting, closing, pricing and sales management is not a one time event. While we constantly introduce fresh concepts for salespeople or consultants, fundamental strategies are always reinforced to insure genuine change in technique, activity and attitudes for selling strategy or tactics.

Activity Tracking and Accountability – Goal setting is only as effective as the habits and activities generated to support the committed goals. Tracking specific activities reinforces goal commitments, confirms progress and establishes benchmarks for future employees and consultants.

Tailored Coaching and Industry Specific Training– Everyone learns at a different pace.Top performers, managers and executives usually learn at a faster pace and request advanced support quickly.  Low performers (with potential) require more basic reinforcement and time to absorb concepts. Since top performers and managers learn faster, expect to see improvements with your top performers before you see improvements with your bottom performers. It’s unlikely that your bottom performers will ever entirely ‘catch up’ to your top performers.

ROI Analysis – Sales improvement must be measured in growth of sales, profitability, client retention and productivity. While most clients initially look for top line growth, there is more than one key metric to “good selling”. Length of sales cycle and improved pipeline management should also be closely monitored.