"Here We Are" - Acquiring Paying Customers in our "everything's a commodity" web world

Huffington Post published the 2012 Online Reputation Checklist - Do you know where you stack up?

2012-01-03T13:34:00.000-05:00

Here’s their 2012 Online Reputation Checklist. How do you stack up?

The new year presents many challenges and opportunities for reputation-observers. If a fortune cookie that could actually tell the future were handed to me this coming New Year's Eve, I'd expect it to reveal the following:

1. Reputation's inflection point is here.Reputation will always continue to matter but for reasons that are less financially-based than in the past. As Geoff Colvin, Fortune's senior editor said, "Previous major scandals were mostly financial; the numbers were lies. Not this time. The damage so far derives entirely from behavior...." How companies behave, act and respond will impact reputations this year more than quarterly numbers. The kind of company behavior that will matter most will, of course, be how leaders manage crises. It will matter even more than the actual crisis itself. Just think about BP's Gulf of Mexico oil spill or News Corp.'s phone hacking scandal.

2. Reputation whisperers will outshout traditional channels. Reputations will increasingly be established through customer reviews online, not just through family and friends. These reputation-makers will quietly pass along positive and negative reviews about products and services that will make and break reputations with increasingly greater impact.

3. Reputation blackmail will rear its ugly head. We will hear more in the coming year about threats to reveal private e-mails unless people disclose corporate secrets such as confidential information or network security codes. Reputations of the vulnerable will increasingly become the bargaining chips of the malcontents.

4. Reputation defense goes to the movies. Increasingly, both companies and activists will turn to video, documentaries and even movies to further their goals. Companies will increasingly hire well-known film makers to educate their employees about either corporate culture or a reputation-changing incident in their history. Activists too will increasingly take to the silver screen, video-sharing or social media sites in an attempt to promote change.

5. Forget internal versus external. Reputation goes holistic. Many Fortune 500 companies hire different professionals to handle either internal or external communications. The distinction between the two is practically artificial. What is said internally to employees is now instantly external. What is said externally to the public is now instantly internal.

6. Reputation fixers will be in great demand. Companies as well as individuals are increasingly hiring firms to help cleanse damaged or dinged reputations. The surge in online reputation firms and the number of firms with online defense in their names mounts daily. Even the medical profession has joined the trend. Reputation.com, for example, services medical professionals who want to know what their patients might be saying online about them and their bedside manner.

7. Reputation rankings are not letting up. With the race for reputation red hot and the crush of information tiring us all out, people need fewer choices. Top 10 lists made our lives simpler. They served as filters that let the so-called best product or most reputable company rise to the top. But being among the top 10 is no longer good enough. In the coming year, being among the top three is where companies must be if they want to get on customers' consideration lists.

8. Social contributes to reputation. In our recent research, we learned that nearly one third of a company's reputation is attributable to the quality of its online presence. Perception that a company is interested in communicating and engaging online adds a favorable dimension to how people perceive reputation. Lack of online presence sends a signal that a company's preference is to be anti-social. Business will turn increasingly and impressively social, for sure.

9. Brand and reputation will continue to merge. Companies will increasingly realize that their corporate or enterprise reputations provide credible assurance to consumers that their products are desirable and safe to purchase. As consumers find it easier to learn about a product's lineage, the parent brand or family name will be more critical in the purchase-decision process.

10. Face to Face becomes the precious commodity. As the entire world increasingly interacts online, face to face communications, particularly among CEOs and top executives, will build relationships like never before. Going out of one's way to meet one-on-one will evidence the importance of discussion. It will become the gold standard in building reputations. The more that CEOs engage in person with employees, customers, legislators, investors and top tier media, the more credibility that they will be able to accumulate and the more that they will be able to minimize reputation loss when setbacks inevitably occur.

11. CEOs will be more social. Expect to see more CEOs use video for their websites and corporate YouTube channels. They might not be on Twitter or Facebook, but an increasing number of CEOs will adopt video to humanize their reputations. They will recognize that being social, like the rest of humanity, is a reputation plus.

12. Inoculate or evaporate. Leaders must and will increasingly employ all the resources they have at their disposal to inoculate themselves against crisis or issues that shatter their reputations. They must admit mistakes, build allies, listen to detractors, create great cultures and protect themselves from reputation antagonists that lurk in the shadows. Building a great reputation is not for the faint-hearted.

Learn More about Yours and Your Business online reputation

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del.icio.us Tags: reputation management,online reputation,inbound,marketing,PR,sales,orm,promote,business,social,web,facebook,tweet,how

Nielson Survey says 63% Check Consumer Ratings before going any farther in the buy or contact you process – Do you know how your business stacks up in this process?

2011-12-02T17:45:00.000-05:00

Why incorporating proactive online reviews / reputation monitoring & management into your online sales and marketing initiatives is no longer something to be ignored.

The stats show that target audiences, consumers and potential clients not only think about looking at online reputation and reviews, they use it widely in their buying-contacting decision making process

Don't take my word for it!

Look at these global stats revealed in an independent study done by NM Incite, a Neilsen McKinsey Company, the top survey company in the world

* Check Consumer ratings - 63% do before going any farther in the buy or contact process

* Consumer Reviews - 62% check them before they go any farther in the buy or contact process

* Company Facebook - 15% check it before they decide to buy or contact.

And why do folks post online reviews and comments?

The same study shows:
* 58% do so to protect others !

These stats show that ignoring proactive monitoring, management, protection, promotion and repair of the online reviews / reputation side of your online presence equation is no longer a safe option for any size business.

Reputation911 has a free "how does the Internet reveal, see and show you online and where" analysis . Please contact us for this free analysis and know precisely where you stand in the online reputation area and how to take charge of it.

Neil Licht, ndlicht@reputation911.com 1-508-481-8567 direct line

Technorati Tags: reputation management,social media tools,online,online reputation

Business Reviews - What do you do to protect your online reviews and keep them positive?

2011-09-30T18:50:00.000-04:00

by Neil Licht, VP Of Online Reputation Management for Reputation911

90% of consumers say they find online reviews a trustworthy source for product and services.

89% of consumers say online reviews have the power to make or break a buying decision.

4 out of 5 consumers have changed their minds about purchasing a recommended product or service based solely on negative information they found online.

This is up from just 67 percent of consumers who said the same in 2010 according to the new 2011 Online Influence Trend Tracker from Cone Inc.

A positive online review can do more then just make or break a customers buying decision !

Google knows that people are influenced more by what customers say than what your website says and now uses business reviews as part of its methodology in determining search rankings.

Business reviews have now become an important part of local search strategies for many businesses and why Reputation Companies like Reputation911 who can monitor online reviews in real-time are in such high demand.

Restoring, Protecting and Promoting a clients Online Image is how Reputation911 gains a competitive edge for it’s clients in this new digital age.

My Online Reviews - Business Reputation Product Highlights:

Analyze your online business image
See what is being said about you
Identify online threats & opportunities
Remove negative reviews and online threats
Publishing positive reviews across all social media sites
Increase site traffic
Create a high level of authenticity and visibility
24/7 real-time monitoring
Dedicated Reputation Manager
Guaranteed Results

Managing an effective Online Review Campaign is more then just flooding the Internet with “Business Approved” reviews that only accumulate on one or two 3rd party sites which customers are now starting to see as being Fake.

A client doing it this way may think they have a great reputation online via a single site, but then disproportionately negative reviews on all other sites still prominently show up.

That makes the Approved Site look suspicious and fake to customers. Thus, protecting and managing your online presence really needs the 24/7 attentention from a company that does nothing but that.

To learn more about how to build an online Internet Reputation Management campaign for your business call us today for a confidential consultation Online Reputation Managers at 1-866-MY-REP-911 x201

YOUR online reviews - Are they business killers or builders - How do you protect your business reputation?

2011-08-16T14:23:00.010-04:00

A wise person once said, “Steal my money and I can earn more but let no person steal my good name.”

In today’s competitive world what people see about you online, now affects your bottom line.

Everyone now checks the on line reviews automatically before buying, before contacting you or your company.

Whether fake, unsubstantiated, non verified for truth, competitor’s postings about you, former employees bad mouthing - its up front front online about you!

This Business Killer Can Really Hurt You and Your Business

You can’t hide from these devastating on line business killers in our "check the online reviews first" world

Katie Courik featured the impact of online reviews to any business on her nightly news broadcast:

What Can You Do About This OnLine Business Killer Threat?

There is Solution to automatically monitor, protect and manage your on line reputation 24/7 against this business killer and actually do something about these online business killer review threats automatically 24/7

1st step - Find out where you stand and how you are seen, reviewed across all media online

get a Free Online Business Evaluation

Neil Licht

Send Neil a message

How Not To Hear “Sorry - No Sale”

2011-07-14T12:17:00.000-04:00

In the globally syndicated BNET blog Sales Machine, Geoffrey James, the author, featured an article called A Roadmap to Winning That "Yes!” As he said it “contains a very clear step-by-step roadmap for developing an initial B2B contact”

Here’s the post By Geoffrey James | July 15, 2011

My friend (and frequent Sales Machine commentor) Neil Licht recently posted a comment that I think contains a very clear step-by-step roadmap for developing an initial B2B contact. I’ve minimally edited and reformatted his content, which appears below:

====

Here’s a way to create a path to “Yes!”, based upon my experience in sales and with many clients:

STEP #1. Do some research and understand the target company, especially how and why your product or solution can help.
STEP #2. Next, make a short 30 second commercial based on your findings that can quickly and succinctly say what you do, create a reason for listening, relate pertinent issues, benefits and problems solved and let you ask if its something that the prospect needs or would adopt.
STEP #3. Next find and define who would be right to hear that commercial at the highest level of responsibility and authority, relate to it and give you a true assessment of need/value on the spot. Note: that’s usually not the CEO because the CEO is not focused on running their divisions or departments. Other folks are and can relate to what you have because of that fact.
STEP #4. Make the phone call to that person and use the 30 second commercial. After the commercial, ask for and qualify the possibility of need or value for what you have explained from the person you are speaking with. Ask it this way “Is this an idea that can benefit you and your company.” (While this is a “yes or no” question, its what you must know at this stage.)
STEP #5. If the answer is “no” skip to Step 6. If the answer is “yes,” start a brief discussion about how, why, reason, problems solved, impact, etc. This creates a link between you and the person that you have called for the sales process to begin that, if pursued properly, you have the basis of selling value/ROI and not cost and you know it has possibilities to yield a sale based on those criterion. Skip to step 7.
STEP #6. If no, or you get a weak maybe, stop selling, say thanks and move on to the next prospect. Don’t waste sales time on this one. Say: “Thanks for your time and your honesty. I can see that our solution isn’t applicable to you.” Then ask “Do you know of a colleague that could use my solution.” You might get a great prospect to call or even an introduction. If so, go back to Step 1 and start over.
STEP #7. Ask about the process for moving forward. Find out who else needs to be involved. Ask: “If we do have a worthwhile solution for you, who along with you would need to be involved in evaluating, adopting and purchasing.” Since your idea or solution has already been acknowledged as worthwhile by the prospect. using this question also lets you ask them for help in moving forward. IMPORTANT: Don’t ask: “Who is the decision maker?” That’s an insulting question because it says to your suspect that you consider him or her a peon.
STEP #8. After you have found out that they may want to buy your offering, state a rough cost right then to your suspect for the solution and ask if there is a budget for implementing the concept if it’s a worthwhile idea. Don’t even think of continuing the sales process without knowing the answer to this question. It tells you if you can proceed with your idea and also lets you ask and understand the company’s usual process for evaluating and ultimately purchasing your idea is.
STEP 9: Set up the next step, which will probably involve meeting (in person or on the phone) with other individuals involved in the decision or purchasing process.

====

READERS: Huge vote of thanks to Neil for sharing this. (Note: his original comment is in the post “The Fallacy of Calling High.“)

I told them why they should buy but nobody bought-Why?

2011-06-17T16:26:00.004-04:00

What you think folks want and the reasons you offer to attract paying customers are often incorrect and unfortunately fail in its objective because of those assumptions you have made.

Missing this mark is preventable as is getting it right very probable with a little up front homework. You can, with a few easy steps and ways of thinking get your messaging right so it does connect with and gain customers.

Try these steps and ways of thinking for doing that:

1. People do things for their reason's not yours

If you have not done the in depth homework to see how a target audience thinks, what it cares about and how to link what you want to what they want so joining in makes sense, you probably will be disappointed in your results.

2. Its hard to “hear” folks with a background in messaging and connecting for getting results trying to tell you that.

That's because your Belief in your direction is so strong in you that you think that everyone will agree and want to join in. You get blinded by that belief and it prevents you from being objective about how best to get followers and participants.
Even hearing the communication "experts" saying things like "folks just do not care about that" referring to your pet project, being so caught up in the value of your idea, you resist their expert advice. Its just too hard on you and your deep seeded beliefs, values to accept what they say.

3. You can not just wish things into reality.

If the audience has or sees no real buy in nor reason that, to them, resonates and says "that's me-that's exactly what I need to do and I am doing it" your message and recruiting efforts will fail. There's just to many "you need to do this" messages bombarding us so its critical that you do what is suggested in this step in the way you reach out to folks.

4. Looking at our core traits and what we are really good at, we should honestly see what we are good at and not good at and accept it. Then farm out what we are not good at to someone who is.

If we are not marketing types and we want our idea to connect, get the marketing type to figure out how to do that.

5. Its not ego, its pragmatism that should govern how you and your strengths and weaknesses are played out in trying to make something happen.

"Why go it alone when you don't have to?" Why risk failure trying to do what you know you are not good at, especially something as important as gaining willing participants?.
This is especially true when you want to influence people, their thoughts, manage your messaging so you do gain traction for your idea or project amongst the many different types of audiences out there.

Knowing precisely how to do this with differing approaches that resonate with differing target audiences is how you get to "yes, that's exactly what I need and I want to do it" from the members of the target audiences you have identified as folks who could benefit from participating. If you are not good at that, be brutally honest and let someone who is great at that help you by doing that part for you.

Failure is a learning experience but you can, especially if you want to create active participation in something, avoid failure if you can adopt the thinking of what's been suggested here in this post.

And remember a very simple but useful way of thinking as you try to go and gain joiners and participants:

1."People do things for their reason's not yours
2. Imagine the prospect or target audience has a sign on their forehead that says so what!" ( copywrite-Neil Licht, Axioms for success in selling, motivating and getting to yes)

Living those two axioms when charting connecting, influencing and getting participants goes a long way to realizing success for gaining acceptance of your idea,event It goes a long way for you in getting folks to participate and willingly join in with your "vision" and, for their reasons, not yours, make it theirs as well.

For more insights from colleagues and others just like you who "sit in your seat"

Please join into the discussion and group on this site called "acquiring Paying Customers"

Acquiring Paying Customers: Discussion and suggestions from folks who sell or have to sell to Acquire Paying Customers

http://linkd.in/mHpGcW
and
http://linkd.in/irU5uo

Blog: "Here We Are" - Your Sales-Marketing OPERATOR'S MANUAL for our new on line-connected business world http://ucanpreventbadhires.blogspot.com/

and lets share thoughts on how to do this in the face of our on line, web and social media "everything's a commodity" sourcing mentality.
Regards, Neil Licht. CEO Hereweare, Chief Advisor Acquiring Paying Customers group Web Page http://www.wix.com/ndlicht/hereweare

Technorati Tags: account,manager.management.close,customers,decision,decision maker,heweweare,ndlicht,neil licht,prospects,economy,selling,sales,buy,bought,acquiring,paying,acquiring customers,acquiring paying customers

How to sell in our on line sourcing mentality world

2011-06-15T20:48:00.013-04:00

I unknowingly wasted 2 months proposing to a non decision maker!

2011-06-05T13:35:00.000-04:00

Here's a way to understanding how to avoid being caught up this horrible mind game that prospects play with us & instead, how to control the sales process right from the first words you say so it leads to an order .

We have all been there-

“I just unknowingly wasted 2 months proposing to a non decision maker!”

We unknowingly are not talking with the decision maker even though they act as if they are!

It robs our time yet can not get us a sale

There is a great way to avoid that all too common experience –try this:

Upfront, as in the first minute of the first sales call, be sure that 2 things are established:

1. What’s the decision making process - You must know it and it must be "real" upfront

Always ask that upfront "who along with you needs to be involved in the evaluation and funding process?"

That allows the person you are talking with to let you know that they are not the decision maker without embarrassment and without running the risk of insulting the person as you try to find the answer to that question.

Never ask "who makes the decision" or "who is the decision maker" because that is insulting and usually turns your prospect off. Its like saying "You are a nothing and worthless to me" and essentially, that's what your prospect "hears" if you use that question.

Its important to understand the impact of that question because the person may be the influencer, the person who best understands the issues that you can solve.

Inevitably, you will need their support as the Champion inside the prospect's company who helps you get to the the folks you need to and ultimately to the funded PO.

2. Ask "If we do have something that makes sense from your perspective, is there money in the budget obligated for buying and implementing the concept?"

Learn Y, N, how much
Also add "Teach me how money gets approved and obligated for a project such as ours and who might need to be involved in that approval".

I stress DO STEP 1 AND 2 IMMEDIATELY IN THE FIRST MINUTE OR SO OF YOUR INITIAL MEETING OR YOUR FACT FINDING PHONE CALL - GET THE PATH CLEAR.

In that way, you never get caught up thinking you have an opportunity when you really do not and you don't waste time on it.

You also reveal in the first minute of the first conversation how to proceed within the company so, if indeed it is determined that you have something worthwhile, you and your contact together can manage it through the steps to get to a yes.

BTW also ask how long that process usually takes

That's important because you can measure if the time and expense needed to get a sale is worth what you may earn when you do get the PO. It may not be at all and you then move on to a better opportunity and leave that one behind.

Try this approach out in your next sales calls and see if it works for you.
Regards, Neil

If you could master one skill in order to succeed in your own Business... What would it be?

2011-06-02T17:51:00.000-04:00

If you could master one skill in order to succeed in your own Business... What would it be?

I think being very honest with yourself re skills, abilities, likes, dislikes and then contracting with folks who, because they are expert in their arena, can do it far better than you is the foremost skill you can have.

Here's a few questions that, if you ask and honestly answer before you go full steam ahead, may make quite a difference towards being successful and probably a lot faster.

A. What business am I in and what is my main focus in that business

B, Given my answers to that, If I am in business for myself, do I want to dilute my time and attention trying to do the parts of running a business that I do not know, I might actually dislike, or I'm really not that good at it?

C. If I partnered with, hired or contracted an expert in Marketing, or finance or the areas that I am not wild about or skilled in who loves doing it and is good at it, could I then focus on my passion in business, deliver better "products and services", Could I actually acquire lots more paying customers if I did that?

There are a lot of variables in defining what skills you would actually have to "acquire" for yourself to be great in business.

You may want to think about measuring acquiring them v "hiring" them and how "hiring" them (consultant, contractor expert, manufacturer's reps for sales etc) can effect getting you lots more time for YOU and your core being abilities to make what you do best gain more business.

And then, there's the success rate of expert v You? Which would yield lots more sales and sales opportunities that are genuine prospects?

Regards, Neil Licht

BTW, Its OK to email me with your concerns re acquiring paying customers callhereweare@verizon.net.

Technorati Tags: customers,acquiring,paying,honesty,question,business,skill,selling,consultant,contract,focus,products,services,finance,marketing,myself,acquire

3 simple ideas, ways of thinking that can open the many on line paths to gaining great prospects

2011-05-15T23:11:00.006-04:00

To gain prospects, figuring out how to master the many on line paths to acquire customers & grow is now a must.

Here's 3 simple ideas, ways of thinking to do that without leaving your existing comfort zone:

Perspective, how you view the web & its challenges:

It may be helpful to realize that Its really not a change nor a challenge to our core skills & who we are as business people at all
Its just a new "delivery and connecting" system
It’s not really an unknown, Its the good old connecting with prospects path "wearing different clothes" so to speak.
Your familiar methods for reaching out, are still applicable, usable:
You still can use the same familiar, comfortable skills for getting business, gaining a reputation as the “go to” person, establishing leadership & visibility.

Example1: Selling skills are still selling skills just deployed via different media today

Fact: The media changed, the method of connecting changed, but the core ability of the person who can sell, the process of making an approach & moving through to a "yes" has not changed.

Here's what I mean:
1. As you always have before, search how-where folks source but this time look for their on line routes to information, research decision makers, influencers. Read-participate via blogs, join into "the family" of targeted audience types via networks, where they gain their insights reading on line, where they go for info & use it. Google is great for doing that.

2. So, in reality, you don't have to change your familiar process. You just change the "how" & "where" of how you gain traction, visibility, reputation, prospects, become the "go to" expert by using the paths of the on line media that best connects with the right audiences for you.

Its simply re-tooling our unique ways, paths,outlets of “selling” or delivering our expertise, services, products,solutions into an on line connected world instead of face to face, or via ads, or brochures.

Example 2: Public speaking, featured speaker skills If we use & are relying on public speaking to gain traction then use webinars, record a you tube. You can reach an audience far greater than speaking at a conference although you still should do that.

Example 3: Writing skills as your route to growing business, a following & an “expert” reputation: - If writing is how you go after markets & establish yourself as the expert "go to" person, blog on line & participate in blogs that your target audience looks to for ideas, guidance & insights. - Create an e-zine online magazine of sorts. Invite your target audiences to read your writings. - Use an on line newsletter. Find your target audience in the same way you would find it before & use their established on line sources for learning-discussion information to post your writings. - post to the trade journals in their on line magazine versions.

See what I mean.

Web based-online connection-communication concept is not unfamiliar territory.

Its not a change at all from your comfort zone, just in the paths in which you “prospect”, “reach out”, "public speak" or use "article writing" as your way of gaining traction and customers.

Seeing the web & on line tools in this way can take the fear of change away, help us demystify & use our web based world to thrive. Try some of these ideas and ways of thinking out. As you do, I know your fear of the "rules of the game" change from the impact of the web will evaporate. You will be once again “full speed ahead” on very familiar & comfortable footing to grow,profit, be "great" yet still be “you” without making any drastic changes at all.

Neil Licht CEO, HereWeAre http://www.wix.com/ndlicht/hereweare

How do you create interest and a qualified prospect "working" a network event?

2011-05-09T16:12:00.002-04:00

How do you create interest and a qualified prospect "working" a network event?

This personal one to one chance meeting at networking events, industry shows or on purpose can be one of the best opportunities to gain prospects & key recommenders.

The success key is all in how you initiate & manage those conversations. A 30 second commercial? - Yes but done with 3 objectives:

• to qualify re application value, need
• gain a strong interest
• gain an appointment to explore the concept in depth & how it could be beneficial, discover possibilities, value proposition, process for evaluation, adoption & get a sales process going that can indeed lead to a sale.

Its absolutely not a "here's what I do"- product pitch.

Why this approach? - Consider this:

Why sell when you have no idea if the need exists or if the person even cares. You can't possibly sell in that short conversation because you don't know the "buyer's" needs, authority, or direct involvement with the areas that you can fix or solve. In fact, its not an opportunity for a sales pitch at all.

What’s the formula for a 30 second commercial that can work?

Its purpose is to create a link between what the person you meet faces & must solve & what you have that can help. Its objective is to qualify probable need & value for a solution that gets the issue solved or minimized & then get an appointment to discuss the issues & how you may be able to solve them, that’s all.

It must get that precise connection made, get interest in what you have that can solve that issue & get the calendars out so you get an appointment to discuss it deeper with the person that you are talking with.

So how do I use the 30 second commercial to work in that way for me at networking events?

Here's an approach that seems to work:

A. Your elevator pitch, aka 30 second commercial used to open and manage the conversation has to

get a shared mutual connection going in a very casual, non threatening conversational way
Its not a sales pitch at all in that sense.

Starting with asking "What do you do" is great because its always good to know what the person does before you spend time pitching.

B. Based on knowing that

pick a known problem or challenges that the prospect, because of what they do, always has to grapple with.
Say "You know how people in your position always seem to have to face xx and the issues it creates?" or say "you know how we always face xxxx".

They say yes!

C. You say

"my company helps deal with those problems"
throw out a very quick example & say " I've got time on Tues or thurs of next week to discuss how we can do this for you. Which is best for you and I to spend about an hour-Tuesday or Thursday of next week?"

You will get an appointment and then the selling starts - in the first meeting, not the elevator pitch.

I have found that this kind of 30 second commercial approach is useful in connecting in person and one to one conversations & gaining "qualified" prospects who want to talk with you.

It works well at:

* groups

* casual conversation

* reach out phone calls ( it gets calls back because of the message you leave)

* reach out cold calls

* lead follow-up,

* the local chamber of commerce meetings,

* social events

* you can strike up a conversation because it can manage a that conversation into an appointment to discuss your ideas ( ideas sounds a lot better than product or solution) .

Neil Licht, CEO and Chief Adviser, HereWeAre - Managing Change Group
* How to Re Tool messaging and sales approaches to Capture Business in our "everything's a commodity" mentality Market Place

Read more at
"Paths to acquiring Paying Customers"
callhereweare@verizon.net http://www.wix.com/ndlicht/hereweare
Free Tutorial and road map http://bin.nu/g2

Small Business Success 'how-to' Articles

2011-03-23T13:37:00.003-04:00

Small Business Success 'how-to' Articles

I have posted a link to several articles that can help us beat the challenge to acquiring business that the consumer web sourcing "everything's a commodity" mentality has created for us.

These articles are about how folks like you and me can overcome that game changing challenge.
Small Business Success 'how-to' Articles

http://www.mentrepreneurs.com/Groups/HowtoArticles/tabid/68/articleType/AuthorView/authorID/41/ndlicht.aspx

Thanks, Neil Licht

2011-01-12T10:00:00.001-05:00

Neil Licht, Change Management Facilitator, "Here We Are"

You've seen it's adverse effect in your business – Our easy information access world obsoletes "tried and true" selling rules.

Everyone views products and services as a"commodity" to be searched and sourced via the internet.
Risking commodity status or being "invisible" in those searches is often an unwanted result.

The question is what do you do now? What new and working road map do you build and follow for you and your business to:

beat that issue
stand out in the pack
differentiate your business v others so it atracts calls and interest
connect with existing and new target audiences
getting them to notice you and want to buy from you.
do specific strategic and tactical positioning, in person and on line sales approaches and a very savvy targeted market approach beyond just email, newsletters, advertising and internet that grows business and profits in our plugged in business climate.

You start with answering a few key questions:

Where is my target audience? Who are they?
What do they care about?
How do they source?
Where do they go for industry updates and information and how do you get featured "there"?
How do I think from the point of view of my target audiences so I can relate and connect?
What do I specifically "say" that can instantly capture the targeted audiences, prospects so they want to talk
How do I differentiate myself from the pack so i get called?
How does my target audience evaluate issues and solutions?
How can I define my key audiencers and position to be of service to each audience so they want what I offer?
How do I become a featured speaker at events and establish my position as a go to expert?

Then, you go to work proactively and leverage what you found:
Follow my 2 key sales success axioms to accomplish a uniquly focused audience specific sales-marketing approach that can proactively leverage your on line presence to thrive in our new marketplace. Doing so properly and using what you found as you asked the key questions outlined earlier can get you a wide reach, presence, influence, a "go to" reputation and will gain you solid prospects despite the "everything's a commodity" sourcing mentality that the web has created

“Target audiences” and people do things for their reason’s not yours - Find out what matters to them, what they worry about, Understand their priorities, values, what they spend for,why - Retool specific approaches to address those values. You will then be able to clearly relate and connect
Imagine a sign on a person’s forehead saying “so what” – Understand their priorities, values, what they spend for, why - Retool specific approaches to address those values. You will then be able to clearly relate and connect.

Given the challenges of our uncharted and ever changing "business rules of the road", my 2 Axioms of Selling and Strategic-Tactical Positioning empowers you to connect, stand out, capture an audience and thrive in our ever changing business world.

Neil Licht, Chief Advisor, Managing Change Group Practice, Here We Are

"I'm interested" is not a synonym for a sales opportunity

2010-10-12T14:24:00.000-04:00

"I'm interested" is not a synonym for a sales opportunity

When you hear the words "I need" and a description of what's "needed" do you immediately start to design and quote or sell? If you do, at the end of the sales process, you often hear "Great Idea but It’s too expensive", don't you.

Can you really afford to waste time selling with the outcome being "sorry, not enough budget"?

Up front and immediate qualification of things like cost v budget is a must for any sales process. It’s the reality check that can get you a sale or let you scale down the expectations of your prospect so they can get a solution at their budgetary level.

Yes, I did say "up front" as in way before you even start to sell!

So is up front qualification of budget availability, how to get cash obligated and available, the evaluation and buying process, how things get bought and who needs to be involved to get to yes.

It’s all done in about 1 minute on the very first sales approach call and its results tell you if you have a prospect, have money available to buy and even if you should continue with the selling process because there is a reasonable chance for a sale if you do.

Here are some steps for doing this:

1. First off, do some research and understand the target company, especially how and why your product or solution can help.

2. Next, make a short 30 second commercial based on your findings that can quickly and succinctly say what you do, relate pertinent issues, benefits and problems solved and let you ask if it’s something that the prospect needs or would adopt.

3. Next find and define who would be right to hear that commercial at the highest level of responsibility and authority, relate to it and give you a true assessment of need/value on the spot.

4. Then make the phone call to that person and use the 30 second commercial. After the commercial, ask for and qualify the possibility of need or value for what you have explained from the person you are speaking with. Ask it this way "Is this an idea that can benefit you and your
company"

5. If yes- ask how, why, reason, problems solved, impact, This creates a link between you and the person that you have called for a sales process to begin that, if perused properly, you have the basis of selling value/ROI and not cost and you know it has possibilities to yield a sale based on those criterion. Actually, that's the basis of a solid sale- Perceived value and or ROI, not cost!

6. If no, or you get a weak maybe, stop selling, say thanks and move on to the next prospect. Don't waste sales time on this one. Yes it’s OK to say "Thanks for your time and your honesty. I can see that our solution isn't applicable to you" and then ask "Do you know of a colleague that could use my solution" and you might get a great prospect to call. Even an introduction.

7. If yes, learn the process for moving forward and facilitating the outcome being a funded PO. Ask "If we do have a worthwhile solution for you, who along with you would need to be involved in evaluating, adopting and purchasing your concept"?

That teaches you who to approach beyond your initial contact and does not insult the person you are speaking to. Even more important, since your idea or solution has already been acknowledged as worthwhile by the prospect. using this question also lets you ask them for help in moving forward. You will get that inside help or as we call them in sales the inside CHAMPION who can sponsor you and your idea/solution up the ladder, a very valuable inside ally in any sales process.

Remember, don't say "who is the decision maker". It’s an insulting question because it says to your suspect "you are a peon so tell me who to go to." WRONG!! The "peon" is the gate keeper and can help move you forward or kill a sale because they are usually the resident expert that the decision maker consults for value.

8. Get Budget qualification up front - Get it qualified immediately in this first call. After the 30 second commercial gets receptivity or the caller has finished telling you what they want to buy, in either the proactive or reactive situation, state a rough cost right then to your suspect for the solution and ask if there is a budget for implementing the concept if it’s a worthwhile idea. Yes, I did say bring up budget and possible cost right away and yes it violates every sales rule that you have learned.

Don't even think of continuing the sales process without knowing the answer to this budget and budget process in call # 1 because the answer you get reveals the time and process needed to get the sale and your prospects perception of "how much" they think your solution should cost. It lets you measure if it’s worth your time v the ultimate sales value as well.

Don't be afraid of this question so early in the process. It tells you if you can proceed with your idea.

It also lets you ask and understand what the company's usual process for evaluating and ultimately purchasing your idea is. That's a clear roadmap to a financial yes, the key to the PO so get it and work it. That's also true when you get a call from a "potential" customer telling you that they are going to by a specific solution just like yours.

End users rarely have a handle on real costs nor have they correctly obligated enough budget so do not spin your wheels without qualifying need v probable cost and available budget.

Incidentally, doing so lets you advise them re their budget inadequacy and it’s an opportunity to sell a starter system using the available budget.

Remember, people do things for their reasons, not yours. So instead of deciding that you know a prospect needs your service and trying to ram it through, follow the steps above, use the 30 second commercial up front and you will avoid chasing rainbows that do not become sales.

Tangible Results for youBecause you are working with solidly qualified prospects who have or will spend the $ for your solution, you will up you close rate and reduce the time it takes to get the sale. More income faster from more sales---That's a great equation for us sales types isn't it!

Regards,
Neil Licht
Senior Training Manager, Instructor and 20 year security industry veteran

Tips on How To Sell in a Rough Economy

2010-03-12T19:24:00.000-05:00

TIPS ON HOW TO SELL IN A ROUGH ECONOMY

Here is what I am seeing out in the market place and some ideas on how to deal with the current economic situation. These tips are really for Salespeople who are selling a service and /or a product in a business to business environment.

What You Are Seeing:

1. Delayed closings
2. Getting less appointments
3. Companies are spending less money
4. Clients going away

Customer Objections:

1. Spending freezes
2. Putting things on hold
3. Layoffs
4. Cutting back

The Reality-Opportunity is Still Alive and Well:

1. There are really no spending freezes if something is seen as a critical "need"
2. There is still plenty of business being conducted today
3. People are just scared
4. Some people are just taking advantage
5. People are still greedy
6. Entrepreneurs are still Risk Takers
7. People still want to believe
8. This is the 3rd recession since 1987 predicting gloom and doom
9. This could be the worst one yet
10. Some businesses boom in a recession
11. Hidden weaknesses of your selling process and salespeople gets exposed
12. People actually want the help
13. People will always complain “until you’re the guy with the solution”

The Winning Strategy:

1. You should be more focused on who you should sell to2. Aim bigger, not smaller3. Aim higher, not lower4. Make fewer appointments5. Empathize with issues – not excuses6. Develop bigger goals7. Smaller window-not bigger

The Strategic Tactics:

1. Nail your 30 second positioning statement that can create a need to "hear you out"
2. Give at least two examples in your positioning statement that can relate to your audience
3. Be more selective – not less in who you go after and "opportunities" you chase
4. Be more focused on your service and/or product – do not generalize
5. Sell to the right person – CEO or President
6. Book your appointment – Accept no put-off’s
7. Book only three new appointments per week
8. To get 3 appointments means 6 conversations per day/30 calls per week
9. That means 24 Dials a day
10. That equates to 78 minutes per day on the phone

Executing the Tactics:

1. Book the appointment
2. Hold your ground
3. Create urgency – can’t afford to put it off
4. Create an Economic Stimulus

Team,
This is timely and great information and I’m sure you will find it useful!
A wise person once said "If it is to be its up to me".

I hope this message helps everyone to get on point and do well.

Regards,Neil Licht Answers callhereweare@verizon.net 508-481-8567

Making Critical Decisions - It doesn't have to be "all on your shoulders"

2010-02-12T11:21:00.000-05:00

Making Critical Decisions: It doesn't have to be "all on YOUR shoulders"

It took me a long time but I have learned how to involve others and their expertise into my decision making process so that I am honestly seeing issues and problems, not subjectively seeing them. Thats important and maybe even critical in key decisionmaking. Here's a few points that this can address:
1. Ramifications of the decision
Have you thought through the impact of your decision on internal staff, the implementation issues, its value v its premiss ROI? Have you though through its effect on Partners, Channels and their ability to remain Partners and Channels.In trying to come up with A good idea, see a problem and solve it, in trying to make decisions, you must first deeply understand the departments involved or effected by your scope of problem v solution or decisiopn making.

Let key people who deal with the area your decision will effect into your thought process. Lay out the issues, problems and ask them how your thoughts would effect their ability to deliver. Let them offer their experienced based insights. Your intended decision may be more upsetting than problem solving and, in this way, you will know it before you go with it.

2. Why Bother to Involve Others:
Sounds almost rediculous to ask but its how you justify and validate the merit of your path. Again, seek out the folks in sales, marketing, support, tech and manufacturing. Let them into your thinking and let them tell you if it effects them, how and if its even worthwhile. They can quantify the impact better than you because they know their side of the equation better than you.

3. Whats the machinery needed to implement the decision?
Very important because any decision must have the mechanics in place to become a real and implemented policy. Consider if you have the machinery in place for implementation. Identify who or which groups will be effected and get them to help you define and create the machinery so it gets done and it actually works as intended.

Great decisions fail when the mechanics of implementation are not in place and managed for taking the decision and implementing it.

4. After the decision is made...making it work
You made a decision because a "step" or "change" was necessary. Now you must make sure everyone is aware of the decision and how to "go with it". That means plan its implementation and include it as part of the process. Implementation considerations are critical to its success.

Each department needs to buy in for their reasons and see the decision as great for them. That means that announcements must be framed differently and precisely by department so it shows a correlation between the decision and how it impacts them specifically.

Dept heads must be involved in this framing and delivery of the decision and having the mechanics in place for implementation ready for instant management of the implementation.

Thats my take on the decision making.

Its not making the decision, its understanding why its needed, if and who it impacts and,if you go with the decision, implemented as seamlessly as possible so the intended results actually materialize.

Neil Licht, callhereweare@verizon.net

Can you build a sales force made only of Top Performers?

2010-01-12T15:10:00.000-05:00

Can your sales and support people quickly and accurately create a match of your target market and customer's needs with what you offer?

Quickly qualify for "worth of continuing" the sales dialog?

Quickly define the people, budget and process needed to make the sale?

Here's how one company accomplished that for an astounding increase in sales and profits.

I can not reveal the company's name because they are in a very competitive industry but one large travel agency increased sales and profits by deploying a very unique assessment tool that measures their team members, answers those questions and shows them how to hire folks who can achieve those results.

Thanks to this new technology, this travel agency has seen significant shifts in how they do business, knowing who their target customer really is, and how to maximize the per contact hit rate and $ value of each sale.

These changes resulted from revealing, defining and understanding which traits and characteristics matter most in success as a sales and trip advisor agent in their travel agent business

Here's what they did:

Study 1: Identify and Understand Performance Issues

The study included 153 sales agents who had finished a trial employment period.

Using the traits/behaviors job match pattern, not a personality pattern developed with the ANSWERS SALES MATCH tool, the travel agency decided that 76 percent represented a good overall job match score.

To arrive at the score, the agency chose top performers based on their weekly sales average. Ten of these top-ranked employees averaged 76 percent on overall job match, or competencies that travel agency managers wanted to see. Ten bottom performers averaged 69 percent. Sales for top performers averaged five times greater than for bottom performers.

What they found: Profit-performance- Revalations: The travel agency's first study covered a period of nine months. Its intent was to identify trends based on performance data and the relationship of the trends to the overall job match percentage as part of their program with a unique job match-traits assessment tool. The tool was not a personality assessment. It measured what behavioral traits their sales people had and defined a top performers core traits assessment tool as a benchmark.

The top 10 sales agents' weekly sales average was $2,648
The bottom 10 sales agents' weekly average was $482
The difference between the two averages is $2,166 weekly.
For every dollar a bottom performer earned, a top performer earned $5.50.
Using the overall match on the assessment, replacing a poor sales performer with a top sales performer would result in a sales increase of $2,166 per week, or 349 percent.

Study 2: Turnover Issues - Impact, Real Costs and how to Minimize it
The travel agency's turnover study covered a period of 12 months and included 181 sales agents. Managers gathered turnover rates throughout the study period. Before the study began, turnover was 28 percent.
Managers developed a job match pattern using the ANSWERS ASSESSMENT and found 60 top performers with a job match percentage of 75 or greater.
They matched the results of the entire group of 181 workers against the pattern, and then used the same pattern in the employee selection process. At the end of the study period, turnover had dropped from 28 percent to 16 percent.

Turnover Reduction Cost and Profit Impact Highlights:

Reduction in turnover: 43 percent
Average cost of hiring: $15,000
Cost of 28 percent turnover (51 people times $15,000): $765,000
Cost of 16 percent turnover (29 people times $15,000): $435,000
Savings: $330,000 in reduced hiring costs.

During the study period, the agency hired 181 new employees. Twenty-nine left, reducing the turnover rate from 28 percent to 16 percent and giving the agency the $330,000 in savings.

Summary In both areas of study, the ANSWERS PXT job match pattern

proved to be a valid and reliable means of selection and retention
delivered $330,000 in cost reductions through hiring and repositioning their team using the tool
significantly upped their sales per person ratios.

Learn More...Ask questions......
Regards, Neil Licht, 508-481-8567, callhereweare@verizon.net

How can you assure getting employees wo are honest, trustworthy and have a great work ethic?

2009-12-12T00:18:00.000-05:00

What if we had a way to make sure that the words "trustworthy" and "honest" was part of the definition of our company’s employees?

Trustworthy and Reliable Employees Are Your Best Security System today, I'm sure we all agree. But how do you assure that your job candidates, contractors, new hires and employees really are trustworthy, safe, honest and reliable people?

This blog is about how "Preventative HR" - unique assessment tools and techniques used in the hiring, employment and employee management process, can acheive that result.

Todays Topic: What if we had a way to reliably be sure that the words "trustworthy" and "honest" is part of the "definition" of our company’s employees?

We put systems in place to electronically discover, prevent, manage, notify of, react to and respond to any number of security and operational issues. But do we have a similar system in place for hiring, promoting and managing people that identify security issues in our own companies on the “People” side? Why not?

Today, the integrity of your employees has become extremely important as the headlines, catastrophic events and lawsuits have been showing us. We need to make the words trustworthy and honest synonymous with "employee". Currently, that's not the case in the majority of workplaces. Worse yet, although a background check is often considered the system for asuring that, in reality, we often we do not run one as a pre-employment and current employee check. So there is plenty of room for the wrong kind of employees to fall through the cracks.

Research now reveals a majority of applicants stretch the truth on applications and resumes so even those traditional tools can not be relied upon.

• More than half, 55%, lied about length of past employment.
• Past salaries, 52%
• Criminal records, 45%
• Former job titles, 44%
• Former employers, 34%
• Driving records, 33%
• Degrees, 28%
• Credit, 24%
• Schools attended, 22%.
• Some 15% percent falsify their social security numbers!

I'm going to give you a week to think about that, and think about the last 10 people you've hired. Next week, I'll give you some ideas on what you can do about all of this using some unique pre-post employment assessment tools Thanks, Neil Licht callhereweare@verizon.net 508-481-8567

How do you predict and prevent bad sales Hires?

2009-11-12T18:45:00.000-05:00

How do you make all your sales people top performers?

How do you prevent bad Sales hires?

In growing sales, we seem to be constantly trying to solve sales performance challenges like:

Poor Sales Production
Inability to Prospect Effectively
Selling at a level below the true decision maker
Customer Call Reluctance
Failure to Close Sale

What causes these issues? Its usually in how we hire, not who we finally hire that creates these sales management issues.

My 25 years in sales, sales management and in sales talent consulting as do others in the field seem to reveal the following reasons

Common sales hiring myths, rules and mistakes that cause this problem
More important, it also yielded a way to hire right the first time so these problems never happen.

Lets take a closer look at both of these points, try to understand them and solve them

The well known Miller Heiman Sales Effectiveness Study reveals two startling facts that shed light on those issues and what is really needed to solve them:

Hiring my competitor's Sales Tiger is a sure win - We all do it but our candidates fail for us. Heres why. Although your sales people may have been Tigers for one company, its market and its products when you hired them away, they can’t change their stripes to fit into what’s really needed to succeed in your company with your market and your product or service As your product and market changes, your sales people may not have the right traits and skills needed to succeed in the emerging sales environment.
They have a ton of Sales Experience - So what!! Is it matched precisely to what is needed for success in your kind of market with your kind of channel and your type of product or solution? Thats something critical and interviews really don't reveal how well a candidate really "fits"
They are just like me so they must be good - Just because you strike a good rappor and like a person or there seems to be an instant linking in personality doesn't mean they can sell like you. It means they are gregarious and outgoing, thats all. Again, the best and friendliest person in the world, even you brother, if they don't have the specific success traits and behaviors needed to sell effectively in your specific climate won't succeed

Why are these "standards of reliability" for hiring a sales person unreliable? Frankly, Its not personality or experience or education or even skills, that yield sales success for your specific needs, its a very specific behavioral traits Job fit that yields success. The 3 measurements referenced don't reveal job-fit, just general ability.

So how do I evaluate a sales candidate based on job-fit? Unfortunately, seeing those hidden job fit traits is completely ellusive in interviews, espescially in a sales person who is "selling" you on themselves. Unless you can get under the hood, objectively and accurately reveal the person's hidden traits and behaviors and have a way to match those to your top performers, you are still flying on instinct and chance when evaluating probable success.

How do you reveal those hidden traits, the traits that make your top perfoemers successful and see if your candidate has those traits?
Do this

With your existing sales teams, deploy a traits oriented, not a personality oriented assessment tool such as ANSWERS. Use it to reveal and benchmark their success traits and behaviors, the under the hood traits that they have which makes them so successful specifically in your job and with your customers. It objectively reveals what makes your best consistantly top performers andand successes.
Use the asseessment as your benchmark deployed as a uniform pre-hire and existing employee assessment tool to reveal and place candidates against the traits of your top performers. Use the results to weed through candidates and, with your ability to see the hidden person along with interviews, then decide who best matches the traits ,is "best JOB-Matched, or best Job-fit and hire.
By the way, you should also use this to rank and upgarde your existing sales force to dramatically increase average sales per rep by replacing middle or poor performers using the ANSWERS tools. Do this and get higher perfoemance, hire with It, fire with It and Coach with it---Perfect Job-Fit, not just Personality or Experience is what Matters in YOUR team's Sales Success.
Reley on the results to see "under the hood" of candidates and to diagnose where your existing sales staff is missing the boat. Results reveal and compare the “hidden person” that interviews can not see against your Top Performer’s Benchmark. Instantly Know if its the right success fit for YOUR specific sales environment before you make the offer!
No more bad sales Hires!

Preventative HR - Hiring honest, trustworthy and reliable people

2009-10-12T00:10:00.001-04:00

Your Employees Are Your Security System: Managing the Hiring and People Side of the Business - Preventative HR, Employment, and Management Systems that Acheive Security Goals

Today’s Topic: What if we had a way to make the words "trustworthy" and "honest" part of the definition of our company’s employees?

We put systems in place to electronically discover, prevent, manage, notify of, react to and respond to any number of security issues for our customers. But do we have a similar system in place for hiring, promoting and managing people that identify security issues in our own companies on the “People” side? Why not?

All too often, we consider a background check "that system," if we do even that. And it's usually not universally deployed so there is plenty of room for employees to fall through the cracks. Today, the integrity of your employees has become extremely important as catastrophic events and lawsuits have been shown us.

We need to make the words trustworthy and honest synonymous with employee. Currently, that's not the case in the majority of workplaces.

In fact, we know a majority of applicants stretch the truth on applications and resumes!

• More than half, 55%, lied about length of past employment.
• Past salaries, 52%
• Criminal records, 45%
• Former job titles, 44%
• Former employers, 34%
• Driving records, 33%
• Degrees, 28%
• Credit, 24%
• Schools attended, 22%.
• Some 15% percent falsify their social security numbers! For Ideas on a simple tools that you can easily use to prevent this problem- callhereweare@verizon.net

a Human Capital Operator's Manual" tool kit can fix and help manage the people side of your business

2009-09-12T00:02:00.000-04:00

"Human Capital Operator's manual" tool kit can fix and manage the people side of your business ANSWERS Human Capital Tools help you get the "people side" right:Heres How

Predict and prevent a bad hire or promotion before you make the offer.
Clearly define why each person performs as they do and exactly how to approach managing and coaching them in ways that work best.
Recognize if candidates and existing employees have the right stuff that makes them worth coaching, training, developing or not before you waste a dime on trying to “train” or “manage” someone into better performance.
Know exactly who to groom for succession into hire level jobs, leadership roles, and who to put into appropriate management positions.
Know who really can and wants to do their jobs so your employee stays long term and delivers a great ROI, retention
Employee are job matched and therefore they get job satisfaction, do more and require less supervision
Know those who can't deliver maximum ROI no matter how much you invest in them
Know who to reassigned into a better suited job and who to let go
Without guessing, you have also precisely and correctly identified your next generation of leaders and can immediately begin assigning them responsibilities that groom them for effect better performance, better productivity and better self motivation
Identify and successfully replace the people who’s core traits wont let them become top performers with new hires that can deliver maximum ROI and, once hired, will stay

Using Your “Human Capital Operator’s manual” gives you the roadmap to hire right the first timeupgrade and reposition your existing work force for change and better successhelps assure continuing growth through business success.

More details on tools of this type are available from:Neil Licht, callhereweare@verizon.net 508-481-8567

Hiring, Retention,Job-Fit,PersonalityTestsAssessment Tools

2009-08-12T17:56:00.000-04:00

Hiring, Retention,Job-Fit,PersonalityTestsAssessment Tools: "
Neil's Tip of the Month... The Talent Mindset Index – Is it part of your culture?

Isn't it true that everything all comes down to the people side of our business making success happen! Unfortunately, its the most difficult side of our business to manage.
Do you find yourself spending too much time trying to manage your people? Do you find yourself accepting turnover as a normal part of business? Do you constantly feel a need to look for new talent to replace some of yor people? What about Talent retention? Development? Re- assigning into new roles that better fit the person’s talent? Productivity increases? Mentoring? Management of people?

The McKinsey Organization originated the concept of a talent mindset in their 1998 report, 'The War for Talent'. Establish a gold standard for selecting, hiring and retaining talent
The report suggests six action steps:

1.Get actively involved in developing people deep within the organization
2.Drive a simple, probing talent review process
3.Instill a talent mindset in all managers through out the organization
4.Invest real money in talent
5.Hold leaders accountable for the strength of the talent pools they build
6.Develop and use a talent hiring and retention process

The ANSWERS/Profiles Talent Mindset Index facilitates Talent Identification, Measurement, Appropriate talent hiring and deployment, Coaching, Succession-Promotion planning and grooming, Selection and Management Tools, all specific and unique for each candidate or employee callhereweare@verizon.net

What Does a Bad Hire Cost? How Do You Prevent Making One? How Do Look Beyond Skills Into Revealing a Job Fit for Your Unique Need?

2009-07-12T20:09:00.000-04:00

Everyday in countless businesses, businesses very much like yours,

Sales managers discover sales people who cannot sell

Customer Service departments discover representatives that frustrate customers

Service and Tech Support discover techs who can not get the job done

Quality programs discover people who cannot produce quality products

Senior executives discover managers who cannot manage

> Empowered work teams discover team members incapable of team work

Everyday in any business regardless of size this cost stings the bottom line

It's not you or your management effectiveness that causes theses problems, its improper "Job-fit / Job Match" says Harvard Business Review

Your employee's skills may fit perfectly but their behavioral traits, how they specifically do the job, manage tasks, even respond to your management style dosn't!

A Harvard Business Review's study concludes that "Job Match" is by far the most reliable predictor of effectiveness on the job. The study considered many factors including the age, sex, race, education and experience of approximately 300,000 subjects.
Harvard Business School's Solution: The only reliable method for evaluating "Job Match" is with a properly designed assessment instrument, capable of measuring the essential job-related characteristics particular to each specific job "It's not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job."

The Harvard study states that well designed employment assessment tools can help you make that job fit, control hiring right the first time, increase employee performance and get better performance

ANSWERS On Line Assessment Tools for Employee Hiring, Job-Fit Matching, Retention, Development, Leadership and Succession Planning help you understand how to address those issues

ANSWERS On Line Job Fit / Job Match Assessments Tools can help you

· Predict and Prevent a Bad Hire before you make the offer
· Control Hiring Right the First Time
· Increase Employee and Management Performance
· Increase Employee Retention

callhereweare@verizon.net for some ideas and suggestions on these tools that can help your business retain the best and keep the best.