Electronics Away

During Meetings!!

Group Exercise:

How do we enter 2015 on offense?

2015 Fast Start Do we know the schedules for time off? Do we specific actions to guide our selling stars? Can we have a super powerful meeting on 1/5/14? How to reignite passion, enthusiasm, etc. ? Can we attack goals for January and rally the team

around both a print and digital victory? Fun ideas for a ramp up to all-company meeting?

Fatal Error #1: We Fail to Accept Personal Responsibility

If you sales team doesn’t hit your goals, that’s your fault. If you don’t have a culture that motivates people to make a

difference, that’s your fault. If your management is passive aggressive, that’s your fault. If you don’t think your team is working hard enough, that’s

your fault. If your employees only do what they are told, that’s your

fault. If your employees don’t respect you, that’s your fault. If you can’t seem to get people to listen to you, that’s your

fault. If your afraid that you might not make it, that’s your fault. If people don’t “get you”, that’s your fault. If your employees give up before the mission is finished,

that’s your fault.

Where do we have the biggest influence on the thinking of those who join our team (more than one right answer)?

What are some areas where we can be more accountable?

What actions can we take?

Group Work:

Fatal Error #2: We Fail to Develop People

Does success surprise us?

Or do we expect success?

Areas where our people might falter?

Ways we can help them develop?

Areas in which our people encounter problems?

How can we help them learn to solve those problems?

Group Work:

Fatal Error #3: Try to Control Results Vs. Influence Thinking

“The successful person has developed the habit of doing the things unsuccessful people do not do.”

Is it more important to each people how to sell or how to think?

Activity Habits Results/Success

Feelings Thought

“First, a thought must be accepted by the mind; that creates feelings; in turn feelings effect activity; rewarding activity leads to habits; in the end, habits generate results!”

What does this mean?

“Increased productivity is the direct result of thinking”

“Where is the value to me in this work?”

“Where is the self-esteem in this work?”

Group Exercise:

How can we impact thinking?

Language influences thinking…Killer Words Success Words

Need Possible

Should Choose

But And/Because

Try Will

Can’t Don’t Want To

Have to Choose to

Policy/Rules Guidelines

Group Exercise:

Skits with “killer words” and “success words”

Remove “is & am” – what’s difference?

“He is letting me down”

“She is not enthusiastic”

“I’m failing”

“I am convinced that”

“He acted in a way that let me down”

“She looks like she’s lacking enthusiasm.”

“I think I’ve failed at this task”

“It appears to me that”

Fatal Error #4: We Join the Wrong Crowd

Remember you’re in a safe place….

It takes courage and confidence to admit mistakes…

When have we used FATAL pronouns?

When have we heard others using FATAL pronouns?

Fatal Error #5: Attempt to Manage Everyone the Same Way

What are some good examples of

managing individuals

individually?

Fatal Error #6: We Forget About the Importance of Profit

Fatal Error #7: We Focus on Problems and Not the Objectives

https: //www.youtube.com/watch?v=NrrkPAKYxno

BE HONEST!!

Do we ever see our reps asproblems?

Group Exercise:

What is one major objective for 2015 and what are 3 actionable solutions?

Problem – “My team needs to sell more digital.”

How do problems make us feel?

Increasing digital sales is our objective!

What’s the solution(s)?

Please total up how much digital sold this month on observation days?

Fatal Error #8: We Become a Buddy not a Boss

Can we get too close to some of our people? What’s the danger?

Do we manage people that we NEED (i.e. they make our lives easier) differently? Ever? What’s the danger?

How do we avoid?

Fatal Error #9: We Fail to Set Standards

“Properly presented, standards tell employees exactly what caliber people they associate with. Comfort and assurance can result from properly presented standards. They can form a source of pride in the organization just as long as the stated standards matches the real one revealed by management decisions.”

What are they?

Are there places we are misaligned as a business?

Fatal Error #10: We Fail to Train People

“The purpose of education is to provide knowledge. The purpose of training is to get action. They are evaluated differently. Education is evaluated by what the person knows, you can give them a test and if they pass, they have the knowledge. Training is evaluated by what the person can and will do after the training session.”

Group Work:

Each group will come up with the 5 most important aspects of great training…

Fatal Error #11: We Condone Unacceptable Behavior

What unacceptable behavior do we ever condone?

Do we have a tool for addressing unacceptable performance?

Tell a person specifically what they have done wrong.

Tell them how it makes you feel. Why do you care? (relate to their objectives)

Ask them how they feel about it? (draw them out)

Ask them how it can be solved? (lead them through questions to the answer)

Ask if you can count on them to correct the behavior?

Follow up and recognize them when behavior has been corrected.

Fatal Error #12: We Recognize Only Top Performers

Who’s on our teams is working the hardest to improve? Top performers or middle performers?

What are good examples of recognizing improvement?

Fatal Error #13: We Attempt to Motivate People

“Lead effectively to build confidence by building the proper environment to allow the natural motivation to come out of the person. We can inspire our people to believe in the company they represent, their products/services and in themselves.”

Then, Now, 2015 & Thereafter

(5 min) What does OPTIMA do?

(5 min) How does it help me as a SMB?

How well can our reps answer those two questions?

What causes a lack of confidence?

Which is more valuable?

Common Questions, Misunderstandings and

Objections

If you could draft any 5 reps in the company onto your team, who would you want (write them down)?

2015 Compensation – High Level

What should we reward most?

Math Problem:

A rep sells 240 accounts on the year with 60 total new and a 65% renewal rate. How many new did this rep need to sell to have positive customer growth for the year?

2015