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Practical Eloquence Blog

Sales

How Many Salespeople Does It Take to Sell a Pencil?

How many salespeople did it take to sell you that lowly pencil which probably sits forgotten in a desk drawer right now? At first thought, you might think the answer is zero. You went to a big box office supply superstore and simply picked it off a shelf, so there was no need to involve a single salesperson.

But if you think about it a little more, the picture begins to change. Who sold the box of pencils to the store? Who sold the shelving system that holds the boxes in the store, and who sold the electrical services that hooked up the lights so that you could see to pick up the box? Who sold the cardboard to the packaging company that sold the packaging to the pencil manufacturer? Who helped the printer of that package to select the best ink at the best price and apply the best process to print the picture on the box that sold you on the idea of reaching for that particular box instead of the other brand six inches over?

When you work backwards through that chain, it’s easy to lose count of how many salespeople it took to get that particular box on that particular shelf on that day so that it was there when you needed it.

But when you work from the other  direction, it’s even more impressive. Who supplied the machinery to the logging company that cut down the cedar trees? Who sold the concrete and the engineering services to build the plant that produced the electricity which powered the factory which assembled the trucks that transported the logs to the mill? Multiply those combinations by the number of other items that go into the process of making a single pencil, such as the miners who mined the zinc for the brass ferrule, or the chemicals that comprise the ingredients to make up the eraser, or the processes to produce that beautiful rich yellow coat, and it’s obvious that thousands of salespeople had a hand in selling you that pencil.

Just like the simple pencil, every single good or service produced and sold in the world today is a product of thousands of transactions where buyers made the best possible decision based on input and—hopefully—trusted advice from a sales professional. Quite simply, sales professionals lubricate the gears of the world economy. Next time someone asks you what salespeople contribute to society, ask them how many salespeople sold them that pencil on their desk.

Note: I got the idea for this post from the late Leonard Read, an economist who wrote a deep and delightful essay in 1958 entitled “I, Pencil”, in which he makes the point that no single person in the world has the individual know-how to make something as simple as a pencil. I’ve merely adapted his idea to the world of professional selling.

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Podcasts - Questioning skills

Persuasive Conversations that Flow

This is the fourth podcast in a series on how to use questions to help you persuade. In this one, however, I urge you to go beyond questions to produce a persuasive conversation that flows.

The Art of NOT Asking Questions

The most efficient and effective sales call I ever conducted took place in a boardroom in Atlanta where I met with the SVP of Worldwide Sales and several of his direct reports. I had barely set the stage with my value proposition when he cut me off: “Let me tell you what I want”, he said, and launched into a 60-minute soliloquy about his sales force and its struggle to adapt to a changing market. My participation consisted mainly of nodding, interjecting an occasional probe, and trying to take good notes. By the time he was done, George had answered every question in my sales call plan, I had checked off every one of my call actions, and we struck a deal on my largest sale to date.

If there is such a ratio as revenue per word spoken, it was easily the best sales call I’ve ever made. It flowed from start to finish, and the best part was, the sale was completely the customer’s idea! It reminded me of Napoleon’s advice to “Never interrupt the enemy when he is making a mistake”, except in this case it’s “Never interrupt the buyer when they are selling themselves.” By staying out of his way, I let George have my way.

That call was extreme, of course, but it is definitely worthwhile to strive to talk less and sell more. Good salespeople accomplish this by asking more questions; great salespeople do it by asking fewer but better questions, and by going beyond questions to achieve a similar flow.

How does achieving that flow help you sell? First, people like to talk about themselves so once you get them started, you may create a momentum of self-disclosure which can produce broader and deeper insight into their needs. Second, people like to feel important, so by being in charge of the conversation (or at least feeling like they’re in charge) can make them feel good. Finally, when they tell you the story you want them to hear, they own it, and they’re much more likely to stick to their commitments.

How to encourage conversational flow

Conversational flow doesn’t just happen; you can stimulate your customer’s willingness to talk by what you do before and during the call.

Before the call

Avoiding too many questions during the call does not mean skipping questions altogether during your preparation. The research and planning you do will help earn the customer’s trust without which they won’t open up. Besides, it’s the only way to know if the customer’s conversation is producing the answers you need. By knowing what you need from the conversation, you will have all these mental hooks on which to organize the incoming information.

It also does not mean that you should strive for a stream-of-consciousness type of flow, in which you get the customer to talk about anything that enters their mind. The most effective sales conversations have a particular structure—even if it’s not obvious. That flow is the SCR story structure: They begin by describing their situation, bringing out their conflicts, and arriving at a resolution.

During the call

There are two general ways to encourage the customer to take control of the conversation and run with it. First, you motivate them to talk and set the frame by carefully planning your call opening, and then you use following and reflecting skills to encourage and nudge the flow.

The first few minutes of the sales call are crucial to achieving conversational flow. Your goal is to get the customer eager to talk about what you want them to talk about. For this, you have three tools: value proposition, action, and agenda.

Your value proposition and action together deliver the lean communication imperative of ATQ: Answer the Question. In every meeting, the customer/prospect wants to know: “What do you want me to do, and why should I do it?” By being very upfront about it early, you dispel suspicion and jointly agree on the reason for the meeting. In the unlikely case you’re wrong, the customer will let you know immediately and you will have an opportunity to reset or pivot as necessary.

If the value proposition and action together set the destination, your written agenda is the road map that structures the conversation. In most cases, you’re going to be very explicit, even to the point of enumerating and explaining the agenda items and offering to add any issues they might have. I would estimate that a third of the calls I go on, I rarely need to use direct questions, because the customer sees the logic of the structure and willingly participates.

Even if the customer takes control and follows their own agenda, your effort hasn’t been wasted. When George began talking, I did not interrupt him; I simply slid my agenda across the table. He absent-mindedly straightened it out in front of him and kept talking—but within a couple of minutes, it became obvious that he was glancing at it and following the points I had prepared.

As the customer talks, you should strive to “get in front” of the conversation and simply nudge it in the right direction, using standard listening skills of encourages, probes and reflections. Try to be as non-disruptive as possible—don’t ask too many questions, and avoid leading questions that reveal an ulterior motive.

As Harry Truman said, it’s amazing what you can accomplish when you don’t care who gets the credit. When you achieve proper flow in a persuasive conversation, the other person will take credit for the idea, and that’s exactly where you want to be!

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Uncategorized

On Gratitude: Who Packs Your Parachute?

Charlie Plumb was a US Navy pilot who was shot down over Vietnam and spent six years in the infamous Hanoi Hilton. One time, long after he was back in the States, a man came up to his table at a restaurant and said “You’re Charlie Plumb, you flew jet fighters off the Kitty Hawk, and you were shot down!”

Plumb asked him how he knew so much, and the man said: “I packed your parachute.”

Plumb later reflected in his motivational speeches that he never knew the man existed. He probably passed by him hundreds of times while on the ship and never even said hello, but if the man had not done his job, Plumb would not be alive today to tell the story.  

At least Plumb got the chance to personally thank the man for his part in his life. We all have people packing our parachutes—sometimes we’ve needed them and we’ve been grateful; maybe we haven’t needed them yet but they are sitting there ready, just in case. And all because someone has done their job.

All of us who have had any modicum of success in life like to pat ourselves on the back and congratulate ourselves on what we’ve accomplished with our talent, grit and vision, and there’s nothing wrong with that. But fortunately we have Thanksgiving which comes around once a year to remind us that none of us is in this alone; none of us would enjoy success without the contributions of countless people in our lives. That is what Thanksgiving is all about.

Who is packing your parachutes? Have you thanked them lately? Have you let them know that you recognize the contribution they have made or are making toward your success?

On Thanksgiving, I want to personally thank everyone who has helped pack my parachutes. If you are receiving this email, it’s because you have contributed to my success in some way: you’ve hired me to work for your company, you’ve attended one of my workshops, you’ve read and supported my blog, and so on. If you are reading this email: THANK YOU. And Happy Thanksgiving. Please take a moment to thank someone today.

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Uncategorized

The Tragedy of Wasted Training

The fundamental test of any training program is whether the skills taught during the training are remembered and properly applied if and when they are ever needed. While it’s unrealistic to expect total retention and transfer of the material, it’s not too much to expect that you would be on the passing side when real life hands you a stark pass/fail test.

It’s a shame when someone receives training in an important topic and forgets a large portion of it when they transfer the skills to their work, because training is expensive: there’s the cost of the training itself, the time that it takes people out of the field and away from their jobs, and—most importantly—the performance gap caused by incomplete application.

But when lives are at stake, it becomes worse than a shame—it can lead to tragedy.

Yesterday’s SunSentinel carried an article describing the training failures comparing the relative performance of the Broward Sheriff’s Office and the Coral Springs PD as they reacted to the scene of the February Marjory Stoneman Douglas school shooting. Although the BSO were the lead agency, Coral Springs officers effectively took the initiative, even taking the keys from the BSO officer who remained outside the entire time.

Here’s the part that troubles me as a training professional:

“Although all BSO deputies had active-shooter training, they couldn’t remember much about it. One deputy claimed to not remember at all, whether it was 10 or even up to 20 years ago, saying “it was a long time ago.” A check of his records found it was only two years ago.”

Presumably, this deputy (and most of the others, it seems) took a full day out of his life to attend training on a topic that was directly applicable to his job, and it passed through his life as if it had never happened.

A spokeswoman for the BSO gave the excuse that despite training, it’s difficult to know what will happen when people get put under stress. There is some truth to that, but it doesn’t explain why:

By comparison, the Coral Springs officers who rushed into the high school consistently praised their training and “had no difficulty in explaining the proper response to an active shooter.”

What was the difference? Why did one organization get acceptable results from its training investment, and not the other? The full report is not available yet, so one can only speculate. Were there different training providers teaching different approaches? Was the training positioned differently? The frequency? The support given by management before and after the training? My guess is that we’;; find multiple factors and explanations; I only hope that people learn from their mistakes.

It’s always a waste when one is given a golden opportunity to learn and does not take it. Will the right people learn the right lessons from this horrible tragedy?

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