The “hunter and farmer” model of sales is so broken in most banks we see, it’s not even funny anymore…
There’s a long list of so-called-sales-trainers that have tried to get banks to train their way out of the problem, but all of that is like a Band-Aid® on cancer…
So today, let’s strike the root of the problem in sales:
Wrong people in the wrong seats.
See, when we hire sales people we’re looking at all the wrong measurements (and sadly, some aren’t looking further than a resume).
Eighty-percent of sales results are driven by emotional intelligence.
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There are three points that you must hit to build a sales team that inherently kicks out the weak players and attracts future achievers.
Make sure that you have the right people on your team. Sounds logical but you’d be surprised at how few sales managers are picking their team correctly. By using hiring tools that match the person to both the position and the team, you can take away the guesswork as to whether that they will fit in —in terms of passion,
If you want great employees, you must become a great recruiter. Most ads are written for people who are looking for jobs. The best candidates, however, already have good jobs.
People don’t move for a job that feels the same.
So, follow these five rules to attract extraordinary performers.
1) Spell out EXPECTED ACCOMPLISHMENTS
At least half of your ad copy should be geared toward what you want the person to accomplish. Write this in exciting copy and you will attract people who want to accomplish great things. Better yet,
What if you’ve put together a great incentive program…and it’s not working?
What if you’d had phenomenal sales training…and that’s not working?
Perhaps you’re solving the wrong problem.
If fact, research shows that emotional intelligence has more to do with sales results than anything else. And, knowing what it is that most matters about the emotional intelligence can create a transformation in your sales results.
In fact, 80 percent of sales results are impacted by and driven by emotional intelligence.
So, how do you start to understand the emotional intelligence of your people and how to hire in the right people into the right spots?
We’ve all played the game of Telephone. The leader shares a comment with one person, and the idea is whispered around the room. By the time the last person shares what they heard, everyone roars at how distorted the info is.