1. Develop a reputation of credibility.  Do what you say you will do.  Be where you say you will be.  And finish what you say you will finish when you say you will finish it.  Build a reputation as someone people can count on.
2. Handle change with grace. Businesses change on a daily even hourly basis, by proving you can keep pace with those changes management will see your leadership potential. When..

According to a recent survey from Right Management, 60% of people intend to pursue new job opportunities in 2010 and another 21% think they might leave their current position and are already busy networking.

In a survey from Harris Interactive this year, it was reported that 51% of employees DON’T want to become mangers, and that 69% of older workers over the age of 64 are not interested in a promotion either. One hypothesized reason for this unwillingness to move up is the lack of quality developmental programs for managers. Employees are literally afraid of getting more responsibility with out..

Last week we talked about a post from Selling Power discussing the top issues on the minds of sales leaders in 2010.  Shortly after posting I came across these interesting new stats published in the December/January edition of E-Learning Magazine from the Spring Board Project.  I would say these statistics create a strong case for why we need to continue to train our employees.

I often laugh when I hear people say they could never do sales. When I ask why, they state all that rejection and hearing the word "no". It hit me, that's why so many people actually fail at sales because they hear the word "no" so often. The sad fact is they should never hear that word if they follow a simple to use sales formula. 1. Ask (open-ended questions, these usually start with "what" or..

We often spend a lot of time discussing the how to's of sales coaching and training reinforcement.  Today I want to share some interesting facts and statistics that support our belief in the power coaching and training reinforcement have on the development of employees.

The biggest factor in changing an employees behavior is a good attitude.  Below are 6 ways to positively affect your teams attitude toward change.

The difference between managers and leaders or coaches can be a blurred line for some. As the year comes to an end, and reps begin to stress about hitting end of year goals, the difference in performance of teams managed and those coached can be astronomical.  A true coach wants to see their people change and grow, not maintain the status quo.Take this opportunity to lead your team to success, and..

I had lunch with one of may favorite clients last week, The Milwaukee brewers Baseball team. The sales managers and I discussed our goal for this upcoming year and we all agreed we need to stay focused on encouraging effort knowing results would come. Their sales team has evolved into a fantastic sales team whose passion for baseball and the profession of sales is unmatched. What made this lunch..

Here is a link to a video on price objections but let me first make the following MAJOR point: Do NOT tell people what to do when coaching on how to handle a price objection, rather ask a rep "what do you specifically say when receiving such an objections" and REALLY listen. If the rep says "what I try to do ..." they have just illustrated they are shooting from the hip, are not prepared, and..