Sales Force effectiveness KEY FOCUS OF SALES PEOPLE

-is the measure of impact of the sales team to the company 1. Customer
-measured against quantifiable objectives and indicators 2. Negotiations
-serves as the measure of the effectiveness of sales leadership 3. Sales Numbers
as well TOP 10 Best Selling Products
- measured in terms of value sales, daily calls, productive calls, 1. Rubik’s Cube
distribution and volume sales 2. iPhone
- for example, # of calls per day, # of productive calls also 3. Harry Potter books
known as strike rate, # of lines sold per call, and distribution of 4. Thriller Album by Michael Jackson
SKU per channel type. Channel can be sari sari store, food 5. Mario Franchise (video game)
outlets, supermarket 6. iPad
7. Star Wars
NEGOTIATING FOR SUCCESS 8. Toyota Corolla
Principle #1: You always have more power than you think 9. Lipitor
-always trade; never concede 10. Playstation
- understand the value of trade for both parties
-think of short term vs long term business relationship TOP 10 Brands
-always try to negotiate in bundles ; not a single item 1. Coca Cola
- always offer mutually beneficial deals 2. Apple
Principle #2: Always negotiate from a position of strength 3. IBM
 Avoid getting into price negotiation traps 4. Google
 Negotiate terms first before price 5. Microsoft
 Do not offer discounts outright for “free” 6. General Electric
 Always have a “walk-away” before you engage in 7. McDonald’s
negotiations 8. Intel
HUMAN BRAIN 9. Samsung
QI: conceptual 10. Toyota
QII: analytical
QIII: practical
QIV: relational
KEY FOCUS OF SALES MANAGER (achieving objective through The 7 Habits of Highly Effective People
people)
1. People The First Three Habits surround moving from dependence to
2. People independence (i.e., self-mastery):
3. People Habit 1: Be Proactive
Sales Manager must manage • Take initiative in life by realizing that your decisions
1. People (and how they align with life's principles) are the
2. Time primary determining factor for effectiveness in your
3. Resources life. Take responsibility for your choices and the
*focus on end in mind consequences that follow.
*think about the future benefits Habit 2: Begin with the End in Mind
* consider impact/implications • Self-discover and clarify your deeply important
character values and life goals. Envision the ideal
SALES MANAGER characteristics for each of your various roles and
1. Create star team; not team of stars relationships in life. Create a mission statement
2. Hire people that complement each other – synergy Habit 3: Put First Things First
3. Minimal or zero gap on competencies • Prioritize, plan, and execute your week's tasks based
4. Develop people to ensure consistent performance on importance rather than urgency. Evaluate whether
success – sharpens the saw your efforts exemplify your desired character values,
5. Right people in the right job propel you toward goals, and enrich the roles and
6. Invests time with the right people relationships that were elaborated in Habit 2.
7. Manages A.B and C performers effectively The next four have to do with Interdependence (i.e., working
*set standards higher for A performers with others):
* C performers must be coached
8. allocate budget to maximize investment Habit 4: Think Win-Win
9.
TIME MANAGEMENT MATRIX • Genuinely strive for mutually beneficial solutions or
y-axis :importance agreements in your relationships. Value and respect
x-axis: urgency people by understanding a "win" for all is ultimately a
*not urgent yet important are usually left out better long-term resolution than if only one person in
the situation had gotten his way.
Habit 5: Seek First to Understand, Then to be Understood
• Use empathic listening to be genuinely influenced by a
person, which compels them to reciprocate the
listening and take an open mind to being influenced by
you. This creates an atmosphere of caring, and positive
problem solving.
Habit 6: Synergize
• Combine the strengths of people through positive
teamwork, so as to achieve goals no one person could
have done alone.
Habit 7: Sharpen the Saw
• Balance and renew your resources, energy, and health
to create a sustainable, long-term, effective lifestyle. It
primarily emphasizes exercise for physical renewal,
prayer (meditation, yoga, etc.) and good reading for
mental renewal. It also mentions service to society for
spiritual renewal.
Developing the Leader Within You
John C. Maxwell
Chapters:
1. The definition of leadership: Influence
2. The key to leadership: Priorities
3. The most important ingredient of leadership: Integrity
4. The ultimate test of leadership: Creating Positive
Change
5. The quickest way to gain leadership: Problem-Solving
6. The extra plus in leadership: Attitude
7. Developing your most appreciable asset: People
8. The indispensable quality of leadership: Vision
9. The price tag of leadership: Self-Discipline
10. The most important lesson of leadership: Staff
Development
CUSTOMER MARKETING 101
Shopper- who makes the purchase decision
Consumer – who uses/consumes the product
Customer- recipient of services or goods i.e., retailer or
distributor
Channel- group of stores that cater to similar shopping
mission
Customer marketing – discipline of marketing that focuses
on driving the category growth to deliver against
customer’s need for growth
- Drive products off the shelves and
into the shopping baskets
Vs trade marketing- focuses on driving the products into
the stores and on the shelves
Customer marketing  trade marketing Challenges
*customer marketing links brand marketing to sales 1. Grow traffic
2. Drive loyalty
3. Building basket value
*discipline related to customer marketing
1. Sales planning and management *converting shoppers to buyers
2. Customer development
3. Revenue growth management (pricing/portfolio) 5Ps
4. Route to market 1. Portfolio
5. Shopper marketing 2. Packages
6. Business analytics 3. Price point
7. Insights 4. Place
8. Brand marketing 5. promotion

Shopper marketing – category strategy JOINT PLANNING

*focused on consumption
*maximizing category performance
* understanding category drivers
Brand marketing – brand strategy
*maximizing brand performance within the category
* brand and love preference
Customer marketing – channel strategy
*maximizing share/ productivity by channel
*brand share
Sales/customer development – customer strategy
*maximizing share/customer partnership by customer
*focused on customer loyalty
-to align business plan of the company with the supplier
- minimum 1 yr, ideally 3 years
-involves supply chain and marketing
-success factors
 Aligned objectives and KPI
 Trust, transparency, information sharing
 Senior management of both parties
 Consistent performance review
*building blocks
1. teamwork and communication
2. mutual benefit
3. respect
4. trust
The Differences Between Coaching & Mentoring
It's understandable that you might think mentoring and
coaching are similar or even the same thing. But they're
not. Both warrant consideration in the workplace. Here are
five differentiators that we think are important.
Differentiator #1:  Coaching is performance driven. The purpose of
Coaching is task oriented. The focus is on concrete
issues, such as managing more effectively, speaking more
articulately, and learning how to think strategically. This
requires a content expert (coach) who is capable of teaching
the coachee how to develop these skills.
Mentoring is relationship oriented.  Its purpose is to develop the individual not only for the
It seeks to provide a safe environment where the mentoree
shares whatever issues affect his or her professional and
personal success. Although specific learning goals or
competencies may be used as a basis for creating the
relationship, its focus goes beyond these areas to include
things, such as work/life balance, self-confidence, self-
perception, and how the personal influences the
professional.
Differentiator #2:
Coaching is short term. A coach can successfully be
involved with a coachee for a short period of time, maybe
even just a few sessions. The coaching lasts for as long as is
needed, depending on the purpose of the coaching
relationship.
Mentoring is always long term. Mentoring, to be
successful, requires time in which both partners can learn
about one another and build a climate of trust that creates
an environment in which the mentoree can feel secure in
sharing the real issues that impact his or her success.
Successful mentoring relationships last nine months to a
year.
Differentiator #3:
coaching is to improve the individual's performance on the
job. This involves either enhancing current skills or
acquiring new skills. Once the coachee successfully acquires
the skills, the coach is no longer needed.
Mentoring is development driven.
current job, but also for the future. This distinction
differentiates the role of the immediate manager and that of
the mentor. It also reduces the possibility of creating
conflict between the employee's manager and the mentor.
Differentiator #4:
Coaching does not require design. Coaching can be
conducted almost immediately on any given topic. If a
company seeks to provide coaching to a large group of
individuals, then certainly an amount of design is involved
in order to determine the competency area, expertise
needed, and assessment tools used, but this does not
necessarily require a long lead-time to actually implement
the coaching program.
Mentoring requires a design phase in order to determine
the strategic purpose for mentoring, the focus areas of the
relationship, the specific mentoring models, and the specific
components that will guide the relationship, especially the
matching process.
Differentiator # 5: 
The coachee's immediate manager is a critical partner
in coaching. She or he often provides the coach with
feedback on areas in which his or her employee is in need of
coaching. This coach uses this information to guide the
coaching process
In mentoring, the immediate manager is indirectly
involved. Although she or he may offer suggestions to the
employee on how to best use the mentoring experience or
may provide a recommendation to the matching committee
on what would constitute a good match, the manager has
no link to the mentor and they do not communicate at all
during the mentoring relationship. This helps maintain the
mentoring relationship's integrity.
When to consider coaching:
 When a company is seeking to develop its employees
in specific competencies using performance
management tools and involving the immediate
manager
 When a company has a number of talented
employees who are not meeting expectations
 When a company is introducing a new system or
program
 When a company has a small group of individuals (5-
8) in need of increased competency in specific
areas
 When a leader or executive needs assistance in
acquiring a new skill as an additional responsibility
When to consider mentoring:
 When a company is seeking to develop its leaders or
talent pool as part of succession planning
 When a company seeks to develop its diverse
employees to remove barriers that hinder their
success
 When a company seeks to more completely develop
its employees in ways that are additional to the
acquisition of specific skills/competencies
 When a company seeks to retain its internal
expertise and experience residing in its baby
boomer employees for future generations
 When a company wants to create a workforce that
balances the professional and the personal
NEGOTIATOR’S AGENDA
1. Reach agreement that satisfies substantive interests
2. Relationship must be maintained
TYPE OF NEGOTIATION
1. Soft – seeking concessions
2. Hard – one-sided ; give in
3. Nego on merits/principled nego – beyond position
Negotiating on merits
1. People - separate people from problem
2. Interests – focus on interests and not positions
3. Options – invent multiple options for mutual gains
before deciding what to do
4. Criteria – insist that the result be based on an
objective standard
I. Today I begin a new life
II. I will greet this day with love in my heart #Sales #Leadership thought for today #23: All companies want
III. I will persist until I succeed #sales volume and #sales margin at the same time. While this is an
IV. I am nature's greatest miracle ideal objective, market and competition realities dictate that one or
the other needs to be prioritized by the sales leadership at given
V. I will live this day as if it is my last
points in time. Key variables are (but not limited to): market share
VI. Today I will be master of my emotions
and/or profitability objectives of the company, competitive activities,
VII. I will laugh at the world and customer relationships.
VIII. Today I will multiply my value a hundredfold
IX. I will act now #Sales #Leadership thought for today #24: At the end of the day,
X. I will pray for guidance the ultimate objective should be Profitable Sales Transactions, both
from the seller and buyer's point of view. The real challenge lies in
implementing this consistently over time. # profitablesales

#Sales #Leadership thought for today #29 : If you can somehow

step into the shoes of your customer or buyer and imagine what
goes on in their minds: what their concerns, needs and preferences
are, you are already halfway to a successful sale .

#Sales #Leadership thought for today #28 : On inspiring,

motivating, and developing others: People won't care about how
much you know, until they know how much you care.

#Sales #Leadership thought for today #34: As a manager, do you

invest more time with the A, the B, or the C player? Assuming that
the C's have been performing below par for a long-time and there is
little or no hope for them to improve, invest majority of your time
with the A's to continuously challenge them to produce at a higher
level than before, and invest some time as well with the B's to try to
move them to A players. Invest some time in C's only if you see that
they are still "movable" into at least a B player.

#Sales #Leadership thought for today #35: #Sales Management:

Developing and nurturing a STAR team will ensure long-term success
vs simply putting together a team of stars.

Sales #Leadership thought for today #38: The Strategic Leader

creates positive influence and change in the lives of the people they
touch. They know that only through positively influencing people will
they be able in turn create positive change in the organization.
#Sales #Leadership thought for today #40: The easiest way to lose
your best people is to set a bad example for them. People follow and
stick with leaders who have Integrity, have a Winning Attitude and
Mindset , who genuinely Care for their people, and know how to
performance-manage using the carrot and the stick effectively and in
a fair manner.
#Sales #Leadership thought for today #52: Great leaders make life
better for the people they influence.
#Sales #Leadership thought for today #65: The power many leaders
and managers fail to use at critical times is the power of leverage.
#sales #RonnieRoldantips
#Sales #Leadership thought for today #66: If you think you know
everything and you can do anything, you have probably never heard
of a coach or a mentor.
#Sales #Leadership thought for today #71: When negotiating,
remember that "You always have more power than you think"
#Sales #Leadership thought for today #: Strategic Sales
Management is about being a step ahead of your competition by
proactively planning to grow your business either by taking a larger
piece of the pie or by growing the pie itself via fresh channels and
customers before your competitors do so.#StrategicSalesPlanning
#Sales #Leadership thought for today #129: Sticking to your core
sales strategy is good...until competition makes it obsolete.
#Sales #Leadership thought for today #147: If you do not
understand what the key drivers of your sales are, you won't be able
to forecast with confidence #Salesdrivers twitter: @iansantos
#Sales #Leadership thought for today #154: Teach what you know.
Share what you have learned. Develop your people so they can be
the best they can be in work and in life. The reward is seeing them
soar to heights you yourself may never reach, but you travel
vicariously with them anyway.
#Sales #Leadership thought for today #179: We cannot motivate
someone. We can only influence and light a spark that sets their
inner motivation on fire.
#Sales #Leadership thought for today #180: Create your own
personal vision and mission statement. This will give you the
compass to navigate towards your ultimate goals in life.
#Leadership #Sales thought 294: A leaderless action fueled by the
passion of people is led through the heart of each and every
individual involved.
#Sales #Leadership thought #213: A true leader does not only
cheer from behind, but leads from the front when needed.
#Sales #Leadership thought for today #170: On leadership: You will
maximize your energy and effort by focusing on developing and
maximizing your strengths, vs trying too hard to improve on your
weaknesses. This is where the wisdom of hiring/getting people who
complement you comes into play.
#Sales #Leadership thought for today #131: On Key Performance
Indicators (KPIs): Do you have the right balance between
Quantitative and Qualitative KPIs ?
#Sales #Leadership thought for today #21: To help ensure effective
on-boarding of a new sales hire: 
Make sure you assign a mentor/coach for each new hire as part of
the on-boarding process. Ideally this should be the immediate
superior, however the person can also be a senior peer who can be
a role model for the new sales hire. 

This person should have a sit-down chat/review at least once a week

with the new hire to: (1) Check their progress, (2) Answer any and
all questions and concerns that the on-boarding process may not
have covered, and (3) Make sure that the new hire hits the ground
running and is comfortable with the new job. The first 30-60 days is
crucial in molding the new sales hire to a successful and value-
adding member of the team.

#Leadership #Sales thought 294: A leaderless action fueled

by the passion of people is led through the heart of each and
every individual involved.

Tip #3: Establish a routine

#Sales #Leadership thought for today #180: Create your own

personal vision and mission statement. This will give you the
compass to navigate towards your ultimate goals in life.

#Sales #Leadership thought for today #154: Teach what you know.

Share what you have learned. Develop your people so they can be
the best they can be in work and in life. The reward is seeing them
soar to heights you yourself may never reach, but you travel
vicariously with them anyway.