Sales Wolf Blog

Merriam Webster formally added "dumpster fire" to their online dictionary this week.  

This question is directly aimed at you CEOs, Owners, Sales Managers trolling the internet trying to fix a sales culture that is broken…

“Do you REALLY want a high-performing, winning sales culture?”

The question seems straight forward enough, yet be careful what you wish for. The answer is not the “no-brainer” one may think…

The key to building a winning sales teams is committing to building a winning sales team...

I am sure you have heard the old saying that Sales is the second oldest profession behind… Well, another form of sales - Prostitution. Anyways, even though Sales has been around for very long time, today’s sales professionals still prescribe to methods that are severely outdated and out of touch with today’s buying public.

How often does a member of your sales team come to you with a horrific story about a sales pitch or call gone wrong?

Have you ever wondered why that candidate that you thought was so perfect during the interview, answered every question perfect and then turned out to be a total dud?   Okay, maybe a little harsh, but I think we can all think of an instance where we said to ourselves, “This is not the person I hired, where did that person go that I liked so much during the interview process?”

This isn’t a new phenomenon in the world of hiring; for the longest time the traditional interview has been about “selling” yourself and presenting your skills in a way to influence the hiring manager sitting across the table.  Unfortunately, with all the resources at a candidate’s disposal, it has become increasingly hard for organizations to know who they really are hiring.

I was watching an old episode of Seinfeld the other day, the one where George is on the receiving end of the "it's not you, it's me" break-up line.  This line by the way, is considered by George to be his signature break-up line, a nice and clean way to part ways without having to discuss or engage in the messy conflict that can come about when relationships end.

Have you ever walked into a performance evaluation as either the person doing the evaluating, or the person being evaluated and had no idea as to what you were specifically evaluating the employee on, or what you were being evaluated on?

Last week, we shared a post about 3 important questions every Sales Manager should keep “top of mind” even during the busiest of times. 

As a follow up, we would like to dive a little deeper into each of the 3 questions and explore why they are important.

Each day we field a variety of inquiries from new prospects, leads, and current Clients pertaining to their overall talent management strategy.  With today’s post I wanted to spend a little time discussing one of the most common questions we hear –

“How do we select better sales people/teams?”

Are you a Rainmaker Sales Professional?

What does your current process for selecting high potential sales candidates entail?