Skip to main content

Sales - why did they buy?

Following on from objective decision making, it is as important to find out why you won the sale, as to why you lost it.

Most salespeople believe the sales they bring in are due to their charm, product knowledge and strong relationship building, and prefer not to dig deeper.  The truth is that the buyer's decision making process is often less than transparent, and regularly far from objective.

Ask!   Once the deal is signed and sealed, go back to the main signatory and ask why you got the business.

  • Company reputation and brand equity?
  • My service delivery?
    • Good presentation
    • Proposal prompt
    • Follow up regular, but not invasive
  • Recommendation from a trusted colleague/business connection
  • Price?
  • Don't like the opposition?
  • You created a strong connection and trust relationship with the decision maker?

The only way to repeat the right behaviour is to know what the right behaviour is.  Don't guess.   If you do this regularly enough, a consistent message should be coming through.  Once you understand what you do right, find out what you do wrong.    Ask a colleague or manager to phone the deals you have lost, and find out why.   People find it easier to offer a critique when it is not directly to the person concerned.

Just like a coin has a head and a tail, there is always the flip side to the positive.  One company might really appreciate regular follow ups, another might feel pressurised.   And you need to know which is which.    Once you have a good picture of your strengths and weaknesses you can work on them, and adapt accordingly.

When you are in sales, you need to present the winning side of yourself, every time.

Comments

Popular posts from this blog

Its all about the numbers - retirement age

Weight, height, age, dress size, shoe size, all numbers that we (and the media) use to define people. I was fascinated by an article from the Leicester Mercury where the age of each witness to a bus crash in January were carefully listed. Sue Kellett, 56, whose front garden is bordered by the wall, was one of the first at the scene. Read more: http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#ixzz31lXUuyZg Read more at http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#9cHShVptF30lJw4X.99 Sue Kellett, 56, whose front garden is bordered by the wall, was one of the first at the scene. Read more: http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#ixzz31lXUuyZg Read more at http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.htm...

Is the employee toxic or simply disengaged?

Is the employee toxic or simply disengaged?  And how to tell? Dissecting Employee Behaviour We spend hours of management time dissecting employee behaviour to ensure that not only is each employee delivering to a minimum expectation, he or she is not actively undermining the effectiveness of the business. We design KPAs (or KPIs, or whatever we want to call them), we run regular appraisals, we discuss career paths and succession plans, and  as long as toxic employees are delivering on their job description, we keep them! It’s only after they leave, when you hear the collective deep breath of relief from colleagues and management, that you can be absolutely sure of the negative impact. Underperformance vs Undermining My view has changed – rather an underperformer, than an underminer. So what to do? Once you have firmly established that undermining is the problem, the first step is to tell them that you are onto them! Never an easy task, because very few p...

Feeding the Right Wolf

Feeding the Right Wolf This Cherokee story resonated with me (see below).     Like many business people, I get caught up in managing details, instead of focusing on strategy and growth.   Measuring myself against the Good Wolf concept has become a way of thinking for me. Feeding the good wolf - focusing on the right stuff! In a previous article on this topic, I commented that the message is simple, the wolf you feed is the one that grows. The good wolf attributes in a business are where we ideally should spend our time, that good old 80 – 20 rule focusing on our   engaged employees, improving client experience and quality of product,   to name a few. Creating a Good Wolf Environment While we have many different tools – appraisals, customer and employee surveys – to try and understand the temperature and levels of entropy in our businesses – the truth is that it is really difficult to explain to people that they are not seen as feeding the good wo...