STRATEGIC SALES for Colleges Since 1996 Trained over 2780 individuals Trained on-site at over 108 colleges March 15, 2017
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STRATEGIC SALES for Colleges
Since 1996
Trained over 2780 individuals
Trained on-site at over 108 colleges
March 15, 2017
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Trenton Hightower Vice President Strategic Partnerships and Business Development ProTrain, LLC 804-419-7972 Office 804-332-1071 Cell
AGENDA
Psychology of Sales
Common Language
Partner Identification
Skills needed to succeed in training
Marketing Plan
Tools for Customized Training staff
Question are the answers??????
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Whenever anyone asks me what marketing books I recommend that
will help them sell more, the very first one I point them to
is “Influence” by Robert Cialdini, published in 1984.
A professor of psychology and marketing, Cialdini lays out six ways
you can get people to say yes to what you're asking. Anyone who
sells things for a living, online or offline, should know, love, and live
these principles:
•Reciprocity
•Consistency
•Liking
•Authority
•Social Proof
•Scarcity
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Great Fears of Contract Training People
Rejection
Cost
Timing is not good
Gatekeeper
Fear of going to the top
Telemarketing
HELP
Buying @ Selling Process
Open
Questioning
Evidence
Next Steps
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Sales vs Marketing
Marketing is the Plan Advertising
Publicity
Public Relations
Sales
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Levels of Training
Level 1
Awareness
1 to 5 hours
Level 2
Learning and Practicing
6 to 14 hours
Level 3
Mastery
15 to 150 hours
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Levels of Training – 1
Awareness
Individuals gain an awareness of a new skill, topic, idea or method in intensive seminars. Awareness sessions are used for orientation, overview or reinforcement; Topics appropriate for this level of training include a presentation on sexual harassment or an Achieve Global workshop on Frontline Leadership.
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Level of Training - 2
Learning and Practicing
This level of training is often structured as a workshop to enable an individual to learn and then reinforce the acquired new skill. Learning and practicing a new skill improves productivity and can boost employee morale.
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Levels of Training - 3
Mastery At this level of training, individuals will become
proficient at the investigated skill. Customized Training works with industry experts in a variety of subject areas to lead and instruct these mastery programs. Courses include A+ Certification, Computer Repair Programs, Professional Truck Driver’s Program, and American Management Association Certificate and Human Resource Management. Typically, these programs conclude with a certification or other recognition of competency.
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The Benefits of Level TrainingAwareness Learning Mastery
Immediate Outcomes Short-Term Benefits Long-Term Value
Increased Awareness Increased Confidence Certification
Valued the Event Stronger Relationships Improved Productivity
Interaction with Others Entrance Competencies Enhanced Customer Satisfaction
Skills Improvement Increased Employee Satisfaction
Pre-test/Post-Test
Hands-on Examples Improved Quality
Improved Individual Performance
Behavior Change
Improved Decision Making Improved Business Results
Improved ROI
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Strategic Sales Worksheet
Partners
Clients
Prospects
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Partners
Face to Face Minimum 4 per year
Phone 1 per month
Email - Mail 1 per month
Event Days
Grants
Partner Plaques
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Clients
Face to Face 1 per year
Phone Quarterly
Email - Mail 1 per month
Event Days
Grants
Partner Plaques
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Prospects
Face to Face As needed
Phone As needed
Email - Mail 1 per month
Event Days
Thank You Letter
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Four Skills Customized Training Staff Must Have To Succeed
Persuasion skills
Sales Training that includes planned selling using ASTDand SHRM terms
Speaking Skills
Certified to teach a topic to include teaching each year
Problem Solving Skills
Project Management Training
Program Understanding
Curriculum development to include a 30 minute lunch and learn series
These are the skills needed to be great at sales in Customized Training (ASTD-SHRM)
or contract training
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Customer Point of View
Understand their point of views
Who are you serving?
Buyer
Participant
Change at the organization
Everyone is busy and looking for Cheap, Quick, and High Quality Results
Pick Two
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Strategic Sales planMeasure your performance on a weekly/monthly basis.
Determine what the key measurements are that you need to
monitor and allow yourself to spend 10 minutes per week
evaluating the goals. Congratulate yourself on the success
you had and use the results to identify areas that need more
of your focus.
Each month identify one part of your sales job you want
to specifically focus extra attention.
Spend the following month digging deep into that process,
with the goal being to know how to do it better than anyone
else. Focusing your effort against one specific area at a
time will help you uncover things the average salesperson
will never see.
Ideas for Plan
Calls per week
Company meetings
Events
Contracts
Prospecting
Product Knowledge
Team sales
Social media
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Strategic Sales
Background Face to Face
Executive letters to HR or President
Social Media
Telephone or Voice Mail
Events
Written Message about Program
Referral
Prospecting
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Customer Identification -
Size of companyNumber of contractsMoney spent in a yearIndustry clusterFunding from the stateGrantsNumber of people trainedGeography
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Customer Identification
Manufacturing
Government
County
City
State
Health Care
Hospital
Adult Care
EMT/PHY/DR
Public Education
Non Profit
Call Center/Logistics
Military
Army
Other Tenants
Service
Retail Trade
Financial Inst.
Insurance
Tourism
Food Service
Agriculture
Construction
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Evidence Book
Letters
Products
Pictures
Business Cards
Flyers
Courses Books
Evaluation
Certificate of Completions
Customer Satisfaction Sheets
Training Plans
Learning Styles
Training Process
Price and Program Sheets
Partnerships
Charts
Instructor Information
Assessments
Giveaways
Institutional Benefits and History
Information on yourself
Laptop
Website
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Agenda - Solutions
How do you measure ROI training?
How will you know if you are achieving your goals?
What impact would _______ have on you personally?
What impact would _______ have on your company’s bottom line?
What kind of difference would this make in your day to day operations?
How would solving these problems make your job easier?
What is going to happen if you don’t do something about it?
When you conquer this barrier, where do you see yourself in a year?
How will improved __________ change your life?
What would be the next step for your department/division if you were able to overcome these immediate challenges?
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Questions for Results
How close are you to your targets?
What’s keeping you from reaching them?
Do people issues hold you back?
Are you and your people expected to make these changes come about?
What would happen if everyone was committed to change as much as you are?
What barriers have you identified in terms of you meeting your objectives?
How do you plan to overcome these challenges?
How are these challenges impacting productivity?
What is keeping you from moving forward?
When people stand around the coffeepot on break, what are they complaining about?
What is it that your successful people are doing that others aren’t currently doing?
To improve bottom-line performance, what has to change in your team?
Aside from time and money, what else is keeping you from moving forward?
If the training process were perfect, what problems would be eliminated?
In what ways are these barriers affecting productivity, morale, teamwork, self-confidence, empowerment?
So why isn’t it happening?
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Questions About Their Current State
Who are your customers?
Who are your competitors?
Current State of the Industry
Tell me about your current responsibilities
How long have you been here?
How did you select this line of work?
What were you doing before you came here?
What do you admire most about the people you work with?
What do you like most about what you are doing?
Have you used any formal training in the past? What did you like best about it?
How was it effective?
What are some of the challenges you are facing?
What is this costing you?
What is your current market share?
How have you dealt with the current situation since you became aware of it?
Who else is involved in the decision making process?
What changes have you seen in your company/industry?
What do you have in place now to help you move forward?
Are you involved in a quality process?
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Questions about their Current State (2)
What prompted your call?
Why are you interested in working with the college?
What kind of training budget do you have?
Do you have money allocated for training?
Who are the key people you are willing to invest in?
How do those challenges impact your people?
What is the average length of employment of your people?
How long have your senior people been with your organization?
How many people are considered senior level here?
What percentage?
How would you describe the environment here?
What do you worry most about when you go home?
Have you done customer satisfaction surveys?
Have you done employee satisfaction evaluations?
What do you measure?
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Questions about their Goals
What is you long-term vision for your group?
Is your group on track to hit your projections?
What are you trying to accomplish?
What will success look like to you?
Where would you like to see your company in a year?
...in 5 years?
What would a successful training experience look like in your organization?
What kind of training time frame are you looking at?
What skills are your people going to need in order to overcome these challenges?
What are the companies expectations of your department/division?
What is the growth plan?
What might be a next step for you?
What breakthrough would revolutionize your business?
How do you compare in the marketplace?
What is your “weakest organizational link” and what would it take to improve it?
Has everyone “bought in” to your vision?
Join me in San Antonio!
I will be speaking at the Continuing Education Training Institute!
April 24-26, San Antonio
Hosted by Alamo Colleges
10% Discount Code: TENPERCENT
www.CETI.rocks
Historic Menger HotelSteps to the Alamo
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