Sales tips, leadership communication skills insight and more from Steve Giglio, sales training professional for more than 25 years.
One week to go before the holiday distractions arrive (parties, vacations, last-minute shopping)…how’s it going?
On the shoulders of my last post about questions to ask clients before 2015, I’ve realized throughout my end-of-year client interactions how essential it is to remain open and curious versus right. And I know I’m right about that! Read more
Well, it’s December. Where did the time go? Here in New York City, we went from a two day Fall to what seems like will be a long time Winter! And we will soon enter the days of company and family holiday parties and other distractions. What might get lost is that NOW is the time for you to establish your position with clients for 2015. We’ve got eight days to accomplish this. Come December 16, it will be “Happy Holidays” and “See you next year!”
In other words…too late!
Yes, you need to be prepared to give a thorough synopsis of your business with your clients. You will have the opportunity to tell them how you believe your team did this year and regale them with all that you’ve accomplished on their behalf. But wait! First, you need to hear how THEY think you did and what issues they are anticipating for 2015. To do that, I recommend the following four questions that you ask (and do it soon!).
Asking these four questions before entering 2015 will illustrate your concern for your client’s world next year and your desire to further your partnership with them:
Ask these questions with optimism, alacrity and curiosity. Be genuine in your listening, which means that you must really be attentive and responsive to what they are saying. Repeat their issues back to them so they know you comprehend what they’ve said. Ask them if you have captured the issues correctly. Don’t be afraid to ask for more explanation or clarification. I have found that simply saying, “Really?’ can lead to an even deeper look by a client at what their future plans entail…which is great for you to know, right?
Remember, no matter what your client expresses, you’ve credentialed yourself by asking these empathetic questions that further establishes your partnership. The “color” you’ll receive is important to think about throughout the holidays to design/plan your response to their core issues.
And did I mention…do it now!! Let me know how it goes.
A lot of light has been shone recently on the affect bullying has on our country’s youth. A warning to business leaders…it happens in business, too, perhaps at your company.
While overt cases are easy to spot, many teams have silent bullies, the people who subtly coerce and make demands of others, thinking this behavior is acceptable. And because no one has said anything about it, the behavior IS acceptable. It’s up to you to say that it isn’t. Read more
I observe between 60 to 100 executives per year as they hone their consulting/advising skills. I am always amazed and impressed with the ones who have the innate ability to quiet themselves so that their audience has time to process and respond. They resist the temptation to interrupt with more information.
I need to see more of this. Read more
“I object!”
Your clients are probably not that direct with your team. But often, clients will question your recommendations or the direction your team is suggesting. How well do they handle those situations?
I hear this question every week and enjoy determining with my clients if they, in fact, have the right team in place. It’s possible that they may need to further shape and develop certain members of the team to match the current times. And that’s a challenge.
But there are ways to keep evolving based on what your team is doing today. Read more
Feedback that criticizes your work can be difficult to accept yet, we’ve all had our fair share of it.
My focus this week reinforces the importance of putting feedback in its proper context. Read more
Over the years, each time I meet a school teacher, I ask them what they’ve discovered as the key to teaching. This past weekend in San Francisco, I met a sixth grade teacher who thoughtfully responded to my question with one word…rapport. He furthered his answer by saying that without it no teaching can occur. Read more
In my last post, I gave a few interviewing tips for those looking to advance their career with a new position. Equally as challenging are things on the other side of the desk. Finding the right person for key positions in your company/department should be an ongoing process, echoing the oft-used statement from companies “we are always looking for good people.” Here is why I believe you should never stop recruiting. Read more
Coaching my niece in succeeding with her job search is an important mission and one I take quite seriously. As I coached her, I realized how similar her job interview is to a sales call. Think about it; you have to establish a climate of interest and enthusiasm, ask insightful questions and present yourself (i.e. what you are selling) as the solution. In my 20+ years of leadership development, I often coach people through a job transition as they prepare to interview. Here are a few of my key interviewing strategies.
With both a sales call and a job interview, it’s critical that you know what the company’s issues are so that you can present your solutions. In the case of an interview, YOU are the solution. When speaking with your potential employer, discern what your interviewer’s major goal is for the position by asking questions such as:
Every job, and every customer, has challenges. When applying for a job, you need to be confident that your skills can help the company overcome those challenges. Otherwise, why would they hire you? Just like with a sales call, if you don’t know what challenges the company is facing, how can you possibly know if you are the right person to find a solution? Find out what “keeps them up at night” by asking these questions:
In an interview, it’s important that you demonstrate you understand the company and it’s key issues. When you restate what you’ve learned in the interview, it shows that you have been listening and comprehending what you have been told. This is when you start selling yourself as someone who can help. Don’t rush to provide your solutions before you make sure you understand the problems. Present yourself and skills too soon and, you could find yourself talking about skills that don’t apply to the company’s situation. Play the stated goals and challenges back to your interviewer to prove you’ve heard them and are tuned in to their plight. You then get to tailor your comments about your solutions directly in line with what your interviewer most desires for the position.
By the close of business that day, send your thank you email to your potential employer, repeating their goals and challenges to further illustrate your alignment with them. Then remind them of your conversation about your solutions and your confidence in how you can help move their company forward.
Try it and let me know how it goes! I wish you great success!
