If there were one thing I could emphasize to C-level executives is that starting
with the right people, the best people, is the key to everything. Yes there are lots
of other important factors, if there wasn’t, I wouldn’t have contents for the book,
but I often get asked to “train-up my salespeople”. When I ask a few questions I
learn that they are just not trainable. Not everyone is trainable and probably for
different reasons than you might think.
There are 3 things that make salespeople successful.
Those things are
Attitude, Activities and Approach.
These are the three ‘secrets’ to sales success.
Are they secrets? Of course not but I am amazed how often they are not adhered
to, therefore, maybe they are secrets.
To me the most important is the first one; ATTITUDE.
Attitude is the belief in yourself, your environment, your work ethic. It’s that fire in
your belly that makes you do whatever it takes to get the job done. No excuses,
no “almost” no sort of, no close but not quite there…
Attitude is the real deciding factor in success. That being said are there some
things, some raw talent that helps move this along better and faster? You betcha!
Pay attention here if you have any mediocre salespeople. If you do,
ask yourself why. Let me answer it for you, because you allow it! That’s right.
Your fault. You. No one else. Let me tell you a story to help illustrate this point.
Our son was recruited in 2012 to play for the Kansas City Royals as a left-
handed pitcher. Of course he began in the minor leagues. His first week in
Arizona was an exciting one. Barely holding in his excitement, he proceeded to
go on the field to work with the pitching coach early in week one.
Immediately after the introductions and hand-shake niceties Clayton began
showing the coach his pitches. “I was really known for my change up. I also have
an excellent curve ball”. He could barely contain himself in anticipation of what
the coach would say.
After he threw his pitches and looked at the coach for his endorsement, the
coach began the conversation like this, “ Clayton I don’t give a “darn” (expletives
replaced) how you pitched in college and I sure don’t care that you were known
for your change-up. We hired you for your raw talent boy. We didn’t pick you for
your fancy pitches you threw in school! I will teach you how to throw a curve ball
and that change-up? Forget it! You will do it my way and I will make you a pro
player. You don’t like that, you can leave today!”
When he called home with his tale between his legs and told us that story, I
explained that was a good thing. If all you had were your pitches, he didn’t have
much to work with to make you great! They see something in you that is the
makings of someone great. That is to be proud of.
The moral here? In business, hire for RAW TALENT. These are things like
confidence, bravery, desire and commitment. The rest can and should be taught.
If you hire off of a resume of someone who has sold, you may be looking over
Someone that can…you may be missing the boat!