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How To Increase Corporate Success With Holistic Wellness

When workplace wellness programs incorporate holistic approaches, success levels go up, workplace happiness goes up, and the cost incurred by management stays resolutely the same. So what’s the secret?


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About the Author

Dan ColganDan Colgan, CEO of Rock Paper Team, understands the powerful role such activities can have in combating summer burnout. When fighting a losing battle, it’s more important than ever that employers take proactive measures against a predictable dip in productivity.

The non-secret formula that makes a great salesperson

Why are salespeople great?
What makes salespeople successful?
What characteristics make up a sales superstar?

Wouldn’t you like to know the answer to these questions?
So would every salesperson.
So would every sales leader.
So would every person who hires a salesperson.

By understanding what criteria sales managers and business owners look for in a salesperson, you may be able to determine how those characteristics fit into your own personal success formula.

Everybody tells me they wanna hire a great salesperson. They go through the expensive gyrations of outsourcing, in-sourcing, testing, interviewing and finally hiring. Then they train with some intensive orientation and a week or two of product sales skills, investing all the while in their hopeful rookie. Yet the turnover rate of salespeople is pegged at 74% in the first year. So evidently, there’s a gap between who you think is great, and who is actually great.

I’ve been collecting great salesperson characteristics from many different sales managers and entrepreneurs. They’ll all give me “hiring” criteria and characteristics. But what they really mean is, “I need this person to have these skills in order to succeed in my company.”

QUESTION: Do you hire for skills, and fire for attitude? Why don’t you hire for attitude and train the skill? I have encountered hundreds of salespeople who claim to be great. Many of them are cynical and broke. The ones who really are great, don’t have to brag about it. They carry their own water, chop their own wood, mind their own business, and don’t have to talk about how great they are, because they have a positive attitude, a positive customer base, a positive success record, and a positive bank account to prove it. Their results do the talking.

It’s funny that every person who has ever bragged to me about what a great salesman or saleswoman they are, has never bragged to me about what a great person they are. And if I’m doing the hiring, I’m going to start with a great person, not a great salesperson.

The lesson here is that attitude and work ethic are more important than sales skill. If they have a great attitude, and a solid work ethic, they will accept learning new skills as a way of life and a path to success. If a person’s attitude is lacking, they fall into the category of “you can’t teach an old (sales)dog new tricks.”

And then there’s the character of the person. If you have a great salesperson with a rotten character, what do you do? You fire them, that’s what you do.

Here’s an easy unscientific answer to uncover the skill set, criteria, and characteristics of a great salesperson. Go back, and list the best ten salespeople you have ever known. Don’t forget to include yourself. Leave some space to list their characteristics. Maybe make a spreadsheet listing their names across the top of the page. Then compile your list of great characteristics down the side, and begin checking boxes for each salesperson.

When you begin to chart the characteristics of great salespeople you have known or hired, you’ll find that several of their characteristics are the same. Especially those of deep belief, ability to build relationships, ability to self-start, and ability to maintain a positive attitude.

You’ll also discover that every sales superstar you’ve ever known had individual characteristics or strengths that made him or her rise above the others. Maybe it was the fact she was a single mom. Maybe it was the fact he had overcome some tragedy. Or maybe it was just personal determination. Maybe it was their athleticism and their willingness to be coached that created the discipline for them to succeed.

It’s important that you list every one of these elements so that you’re able to develop a full set of criteria. This will allow you to measure that criteria against yourself, and your coworkers. It will also aid you in the selection process as you seek another sales star.

Here’s an idea: why not list all the criteria and create a self-evaluation test. Ask people (yourself included) to rate themselves in each of the sales characteristics. This will give them, and you, insight as to strengths and weaknesses, so that they (you) will know where to grow.

I’ve developed 13.5 characteristics compiled from salespeople and sales managers over the years. They will appear right here – NEXT WEEK.

Reprinted with permission from Jeffrey H. Gitomer and Buy Gitomer.


About the Author

Jeffrey GitomerJeffrey Gitomer is the author of The Sales Bible, Customer Satisfaction is Worthless Customer Loyalty is Priceless, The Little Red Book of Selling, The Little Red Book of Sales Answers, The Little Black Book of Connections, The Little Gold Book of YES! Attitude, The Little Green Book of Getting Your Way, The Little Platinum Book of Cha-Ching, The Little Teal Book of Trust, The Little Book of Leadership, and Social BOOM! His website, www.gitomer.com, will lead you to more information about training and seminars, or email him personally at [email protected].

Recruiting is Broken, Succession Planning is The Future

Yes, I realize that saying “recruiting is broken” may sound like something Donald Trump would say if he was in the HR business. But as inflammatory as it may sound, it’s true. Think about it. Is your recruiting process delivering, on a regular basis, the top-tier leaders that your company is desperately seeking? Most people that I talk to are telling me “no.” They’re not happy with the results that their recruiters are producing, or at the very least, they’ve come to terms with what their recruiters can realistically produce.


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About the Author

Michael TimmsMichael Timms is a management consultant, author and speaker specializing in organization and leadership performance and the founder and principal of Avail Leadership. Michael is also the author of the new book, Succession Planning That Works. You can learn more about Timms and his book at www.availleadership.com and connect via Facebook, LinkedIn and Twitter.

Top Project Management Challenges

Did you know that organizations lose $109 million for every $1 billion invested in projects and programs? It’s a staggering number to consider, and even more shocking, it’s due in part to the fact that over the last year, less than a third of all projects were successfully completed on time and on budget. Problems like this encourage the trend for employees to continue their education with programs like an online Six Sigma Green Belt.

Ask any project manager, and you’ll hear that one of the top problems that they face is a high tolerance for failure. Extending due dates, forgetting tasks and cost overruns are so common that they are considered a part of the process. However, we certainly do not extend the same liberty to other professions like engineers, doctors and pilots.

A high performing project manager needs a way to track projects from start to finish, get the team on board to work together towards a common goal and get more done on time and under budget. Excel spreadsheets and emails are two ways to accomplish this, but most managers should use a project management methodology to stay on task.


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About the Author

Fred MouawadFred Mouawad is a global citizen, serial and portfolio entrepreneur, and founder of Synergia One Group of Companies and CEO of Taskworld. He has expertise in building comprehensive management systems that are based on direct experience, academic research, ISO standards, and Lean Six Sigma. In his free time, Fred likes snow skiing, jet skiing, motorcycling, and scuba diving.

Business Communications – Language and Words Matter

StrategyDriven Business Communications ArticleNowhere is it clearer than in politics that language matters. Indeed, we often hear about the ‘spin’ politicians follow-up with after using poorly chosen words or making a not so well thought-out statement. While we might criticize politicians’ use of key words and tricky phrases that we feel distort the meaning or interpretation of a set of circumstances, we should step back for a moment, consider why they do this, and learn from their example because language and words do matter.


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About the Author

Nathan Ives, StrategyDriven Principal is a StrategyDriven Principal and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.