SALES AND MARKETING TRAINING, PLACEMENT, AND PROFESSIONAL COACHING!
Coffman Group's vision is to provide interactive learning that will impact immediate results for sales performance and productivity. We are committed to helping organizations implement systematic techniques and processes, which will directly, and positively impact overall corporate and individual profitability.
"DID YOU KNOW??? A HAPPY PROSPECT IS NEVER A PROSPECT!"
Class with trainer Eric Dunn
HOW DOES IT WORK?
The program combines interactive, participatory classroom training, follow up reinforcement and a workbook/CD set that you can refer back to when you need a refresher.
REAL WORLD WEAKNESSES WE SEE IN SALES MANAGERS
1. Their experience has taught them to believe that accountability is micro managing, and thus fail to hold their people accountable and
fail to realize how that hurts their people the most.
2. They don't make sales people define personal goals and required behaviors, and thus always have to "push" the salespeople.
3. They allow salespeople too many non-selling job functions and tasks, so the people are always busy and work real hard, but no one is prospecting.
4. They have no hiring processes or only HR type screening tools, so they hire people they subconsciously like or that are like them. They only interview when they have an opening.
5. Since they never would, they can't understand how anyone would work on straight commission, and so they pay their people base incomes that keep them COMFORTABLE.
6. They were great sales people, but nothing they do is process and thus can rarely be duplicated or debriefed so mistakes aren't repeated.
7. They cannot nurture when correcting sales people but instead have a high CRITICAL PARENT personality that makes their people not-okay or rebellious.
8. They fear and avoid conflict with their people because it is uncomfortable to them, even though it really isn't conflict, resulting in over inflated sales forecasts and chasing of bad prospects.
9. They manage only by results, instead of behavior, and thus have a repeating cycle of great month/quarter, flat month/quarter, and great month/quarter...
10. They too often work on the wrong end of the problem. e.g. They think the salesperson needs better time management so they can have more prospecting time, when in fact the salesperson is creating work and staying busy with COMFORTABLE behavior.
11. They don't take personnel action quickly enough and have empathy for non-performers because they don't feel they've been a good enough manager, and fail to realize that keeping non-performers will only destroy that persons self esteem and career.
12. They don't invest in and develop their people with selling strategies that increase their probability to succeed.
fail to realize how that hurts their people the most.
2. They don't make sales people define personal goals and required behaviors, and thus always have to "push" the salespeople.
3. They allow salespeople too many non-selling job functions and tasks, so the people are always busy and work real hard, but no one is prospecting.
4. They have no hiring processes or only HR type screening tools, so they hire people they subconsciously like or that are like them. They only interview when they have an opening.
5. Since they never would, they can't understand how anyone would work on straight commission, and so they pay their people base incomes that keep them COMFORTABLE.
6. They were great sales people, but nothing they do is process and thus can rarely be duplicated or debriefed so mistakes aren't repeated.
7. They cannot nurture when correcting sales people but instead have a high CRITICAL PARENT personality that makes their people not-okay or rebellious.
8. They fear and avoid conflict with their people because it is uncomfortable to them, even though it really isn't conflict, resulting in over inflated sales forecasts and chasing of bad prospects.
9. They manage only by results, instead of behavior, and thus have a repeating cycle of great month/quarter, flat month/quarter, and great month/quarter...
10. They too often work on the wrong end of the problem. e.g. They think the salesperson needs better time management so they can have more prospecting time, when in fact the salesperson is creating work and staying busy with COMFORTABLE behavior.
11. They don't take personnel action quickly enough and have empathy for non-performers because they don't feel they've been a good enough manager, and fail to realize that keeping non-performers will only destroy that persons self esteem and career.
12. They don't invest in and develop their people with selling strategies that increase their probability to succeed.
YOUR SELLING STRATEGY
Most Common Pieces of HEAD TRASH
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WHAT WE ARE NOT!
The Coffman Group is not a quick-fix organization with high-priced motivational speakers who fly into town to temporarily "pump your people up." We separate our company from the crowd by combining long-term client involvement with the ongoing reinforcement training that other sales training programs lack.
Places we find that have value
- Seth Godin's BLOG
- Informative advice about how to market yourself and get the business from one of the world's best selling author.
- Coffman Group's BLOG
- Learn more about us and post your opinions on our blog!
- Sandler Training
- Coffman Group is one of 226 Sandler Franchise offices worldwide. We are currently ranked 5th. Sandler Training is a world leader in innovative sales and sales management training. Find helpful tips and ideas here.
- Coffman Group's Salespeople Linkedin Community
- Are you Linkedin? Ongoing sales discussions and many questions answered in our LinkedIn discussion group. Set up a profile for yourself today!
- Coffman Group's Business Owners Linkedin Community
- This group is for company owners with with annual revenues of $1M or more only. Discuss the daily challenges of owning, operating, and generating revenue for your companies.
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Coffman Group Kansas City, on KMBC Channel 9 News - January 16, 2009
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by CoffmanGroup
Casey Coffman (my boss) founded the Coffman Group in 1996 and has grown it from a one-person operation serving a handful of clients to a team of seven... (more)
