How to Set Sales Goals that Work
How to Set Sales Goals that Work
If we don’t set goals at all, we tend to just get whatever is dished up to us. The trouble is, most people don’t set goals well, and still end up not achieving their personal and professional dreams.
But it gets worse than this, because goal setting has a “dark side” too. When people experience failure of their goal setting activities, it doesn’t just mean a waste of time, it also means experiencing a sense of failure and disappointment that can end up making you feel cynical about even having dreams.
Up till fairly recently, the best goal setting tool we had was the S.M.A.R.T. routine, which essentially meant considering our goal in the contexts of:
Specificity
Measurability
Attainability
Reward Potential
Timeframe
This was better than anything else we had at the time, but didn’t go nearly far enough because it left pitfalls and loopholes galore. S.M.A.R.T. failed to:
• Fully examine the consequences of getting or not getting your goal. It left key motivating factors, both for and against getting your goal, hidden and unexamined.
• Examine specificity rigorously enough, or measure rigorously enough. S.M.A.R.T. lacked understanding of the way each of our sensory systems tracks and recognizes goals.
• Understand the difference between a goal you have control over and a goal which you do not.
• Examine the resources required to reach your goal, which you might not have or be able to obtain.
• Examine the costs of achieving the goal, which might be too high to pay.
• Examine beliefs around the goal that could trip you up.
• Examine how the goal was or was not congruent with other goals, or with your guiding principles or values.
• Test the goal for “comfortable fit”.
• Skillfully install the goal as an unconscious target
By attending to each of these points, we arrive at a much a smarter alternative to SMART! We go beyond “goal setting” to “goal getting”! This is the process we work through with every single one of our sales training advanced students. It owes much to the NLP concept of “Well-formedness”, but NLP graduates will notice that we take even this, much further, and find the holes and traps with a goal and quite literally “failproof” it!!
Correct Focus
You must get very clear on what it is you actually do want. Take the time to write, in positive language the selling goal you want, and write this in present tense, positive language (so you are not using “absence of the negative” type language.)
This step can be quite a challenge to the majority of people who are in fact negatively motivated (motivated more by a desire to avoid pain, rather than a wish for reward).
A helpful analogy I often use to demonstrate just how the mind has a tendency to automatically create behaviour which matches our particular mental focus, is the one of the person learning to steer a bike or a car. Most people have had at least one of these experiences and should identify with this scenario:
When you were first learning to drive or ride, if you “tried” to keep off the edge of road, your car or bike seems to be magnetically attracted to it. It you “tried” to avoid the pot hole, again, your vehicle seemed magnetically attracted to it.
Your mind was on the thing to be avoided. Incredibly, your brain then directed literally thousands of muscle fibres, without your conscious awareness, to take you to the thing you were wishing to avoid.
The trick to being able to stay on the right part of the road was to line up some part of your vehicle with the centre line, or with the edge, and keep your focus on the visual gap, or match, that you were creating. Not on the edge, or on the centre, but on the gap or on the match. Then it became easy to control, and soon it became totally unconscious. No effort whatsoever to just “sit on the right spot”.
This is how the brain works. If you want to go in a certain direction, you must focus on that, NOT on what you don’t want. Once you’ve “practised” conscious awareness of a certain thing, just like the “driving” phenomenon, you start to “forget” about it but your unconscious mind takes over and automatically keeps you “sitting on the ‘right’ spot”.
Can you see that this incredible process is actually a two-edged sword? What about all the unwanted things you’ve focussed on in the past, that your brain now might be automatically taking you toward, and you don’t even realise that’s what’s happening? This is a great explanation for the seeming self sabotage that so many people play out.
Literally, our brains are teleological in nature. The very design of your brain, automatically directing you to whatever you’ve been focussing on, is what gives you the success or otherwise that you experience.
Motivation styles also come into play, but this basic fact of brain function remains the same.
Know the Real Reason You Want this Goal
This is the “why” of the goal and needs to be stated in a way that really “gets” you at an emotional level. If you can’t access this, then your goal is going to be tough work because you simply don’t have the emotional energy to sustain you as you drive toward it.
For example, as I mentioned above, a lot of people are motivated in “away from” fashion. This means they are galvanised to focus on a goal, to take action to move toward that goal, because they want to avoid pain. They’re not doing it because they want the reward; they’re doing it mainly because they fear the alternative!
Unlike people who go for goals purely for reward, these people have twin foci. Instead of dealing with the fear (which is possible) some NLP trainers try to build up their fear, with the aim of building up the motivating pressures to take action. (I’ve done this myself when I didn’t know better.) What happens is that the person is highly likely to get their goal, but with a whole lot of pain thrown in. After all, they’ve been focussing on that too!
A far better course of action would be to get expert help from a competent behavioural therapist in order to firstly deal with the “no pain no gain” and self-esteem rubbish that may be running, and then to deal with the fear that has been underpinning this person’s entire life.
There is a better, cleaner, more efficient way to get goals!
Describe the Achievement of Your Goal in Sensory-specific Terms
What will constitute the proof that you have your goal? What will be the evidence of your own eyes, ears, touch, smell and even taste that undeniably prove that you have your goal?
Can you describe the achievement of the goal in all sensory representational systems (sights, sounds, feelings, smells, tastes)? What sensory representational systems of others would inform them that you had achieved this goal? In other words, what sights, sounds, feelings, smells and tastes would provide you, and everyone around you, with undeniable evidence that you had got your goal?
Make Sure You Can Prove that the Goal Can Be Self-Fulfilled
Your goal must be self-fulfilled - not rely on others’ contributions, and not subject to events outside your control. What are the resources, personal and otherwise, that must be brought to the process? Is it feasible that you can gather those resources in the time planned?
Make Sure You Are Willing to Pay the Costs and Bear the Consequences of Getting the Goal
Honestly evaluate the costs and effects of achieving the goal. What will having the goal get for me? What will having the goal lose for me? What will not having the goal get for me? What will not having the goal lose for me?
Make Sure Your Goal is in Alignment With Other Goals, and with Your Values and Guiding Principles
If your goal clashes with other goals, or if it is counter to your values and the principles that you live by, you will find yourself effortlessly sabotaging it!
Check Fantastical Thinking
I know you might not like this term and some people complain I should just say “fantastic” thinking, or “illogical” thinking. I like the word “fantastical” because I think it conveys the “fantasy” aspect just the way I wish.
Fantastical thinking in relation to goal setting refers to fairy-tale-like beliefs about current or future events. This is the imaginary cause/effect link that we make between our goal and other events.
Point out to your team that goal consequences should not contain fantastical thinking. For example, someone who wants to increase their commissions may be thinking “When I earn more I will take that trip I’ve been wanting”, “When I earn more I’ll go for that promotion”, “When earn more I’ll find a man/woman who will love me and want to marry me”. Maybe, maybe not. One doesn’t necessarily mean the other, and those outcomes can be achieved without earning more. People who earn less do these things, have these experiences, also, and if this person hasn’t already done these things, it’s possible that there are a lot of other things stopping them than merely their earning level.
It’s the same with confidence and charisma. If we say “When I’m confident I’ll be a brilliant public speaker and everyone will love me” these things don’t necessarily go together. They can be quite independent of one another. As you know, there have been plenty of brilliant and popular public speakers who were nevertheless painfully shy and lacking confidence. Conversely, there are plenty of very confident people who are as boring as hell to listen to.
Get your team members to respectfully challenge each other on “consequences”. This is important because fantastical thinking can very much get in the way of goal clarity, and therefore get in the way of successful acquisition. Fantastical thinking may also indicate self sabotage and if that’s the case they want to know about it, and deal with it, so that nothing stands in their way.
Check Fears of Consequences
Certainly the changes we make are not always easy for loved ones, friends or even colleagues. Even we ourselves may feel overwhelmed by positive change that occurs quickly.
I think the much-revered family therapist Virginia Satir (on whose work much of NLP is based) put it best when she described groups of human beings as systems “much like a mobile you might hang above a baby’s crib”. Satir said that when an individual changes it is like jiggling one piece of the mobile out of its customary position. When that happens the rest of the pieces jiggle about madly, trying to find equilibrium. But the system only has so much energy, and eventually it wears out and the whole thing comes to rest. It comes to rest around the piece which changed. According to the laws of physics, nothing else is possible.
Human systems aren’t like that 100% of the time. We’re a little more unpredictable, so for us it’s more like 99.9999999%. So sometimes a piece of the mobile (like an employee, a partner or a friend) actually cannot or will not make the change and there is a parting. However probably something like 99.9999999% of the time they make a positive change with us (even if that takes a while) and they stay, and the “system” is a lot better for it.
Do take time to think about and identify any fears you may have about the consequences of getting your goal.
Beliefs/Doubts
Do you totally believe you can achieve this goal safely and comfortably? Or is there some doubt or fear around reaching for this goal or actually achieving it?
Usually we find that the goal is not totally congruent with who we are or what we believe, otherwise we’d probably have just gone out and done it! The problem is that the things that could be holding us back are mostly unconscious - so how do we discover them and deal with them?
The key is to be found in your own body and the best way to use that key is to first get into the most comfortable state you can (note, not necessarily relaxed, but quite alert in a highly comfortable way). Use an actual memory of an occasion where you actually felt quite comfortably alert and relive it now, carefully noting how you feel physically, in your face, chest, back, stomach, legs, hands.
As a contrast, imagine going through the steps to achieve your goal, as well as what it would truly be like to be achieving that goal. What differences do you note in your body as you experience that? If you feel tightness or tension where previously you felt quite “smooth” or comfortable, this could indicate fear or doubt. Or maybe it merely indicates excitement. Is it a nervous feeling, or an excited feeling?
There are now the most highly-effective techniques which you may use to deal with these subconscious blocks so that they cease being triggered as you move toward your goal. It is possible you might need help to refine your use of these techniques so that you more easily get the outcome you want. There is an excellent book called “Rapid Techniques for Self Help” which encapsulate 6 of the best available techniques for self use on www.bmsa-int.com, and the free professional forums on www.speedbusinessnetworking.com allow sales people and business people to perfect their use for maximum results!
How to Set Sales Goals that Work - To learn more about this author, visit Christine Sutherland's Website.
Like this article? Share it with your friends
Why is S.M.A.R.T. Dumb?
If we don’t set goals at all, we tend to just get whatever is dished up to us. The trouble is, most people don’t set goals well, and still end up not achieving their personal and professional dreams.
But it gets worse than this, because goal setting has a “dark side” too. When people experience failure of their goal setting activities, it doesn’t just mean a waste of time, it also means experiencing a sense of failure and disappointment that can end up making you feel cynical about even having dreams.
Up till fairly recently, the best goal setting tool we had was the S.M.A.R.T. routine, which essentially meant considering our goal in the contexts of:
Specificity
Measurability
Attainability
Reward Potential
Timeframe
This was better than anything else we had at the time, but didn’t go nearly far enough because it left pitfalls and loopholes galore. S.M.A.R.T. failed to:
• Fully examine the consequences of getting or not getting your goal. It left key motivating factors, both for and against getting your goal, hidden and unexamined.
• Examine specificity rigorously enough, or measure rigorously enough. S.M.A.R.T. lacked understanding of the way each of our sensory systems tracks and recognizes goals.
• Understand the difference between a goal you have control over and a goal which you do not.
• Examine the resources required to reach your goal, which you might not have or be able to obtain.
• Examine the costs of achieving the goal, which might be too high to pay.
• Examine beliefs around the goal that could trip you up.
• Examine how the goal was or was not congruent with other goals, or with your guiding principles or values.
• Test the goal for “comfortable fit”.
• Skillfully install the goal as an unconscious target
By attending to each of these points, we arrive at a much a smarter alternative to SMART! We go beyond “goal setting” to “goal getting”! This is the process we work through with every single one of our sales training advanced students. It owes much to the NLP concept of “Well-formedness”, but NLP graduates will notice that we take even this, much further, and find the holes and traps with a goal and quite literally “failproof” it!!
Correct Focus
You must get very clear on what it is you actually do want. Take the time to write, in positive language the selling goal you want, and write this in present tense, positive language (so you are not using “absence of the negative” type language.)
This step can be quite a challenge to the majority of people who are in fact negatively motivated (motivated more by a desire to avoid pain, rather than a wish for reward).
A helpful analogy I often use to demonstrate just how the mind has a tendency to automatically create behaviour which matches our particular mental focus, is the one of the person learning to steer a bike or a car. Most people have had at least one of these experiences and should identify with this scenario:
When you were first learning to drive or ride, if you “tried” to keep off the edge of road, your car or bike seems to be magnetically attracted to it. It you “tried” to avoid the pot hole, again, your vehicle seemed magnetically attracted to it.
Your mind was on the thing to be avoided. Incredibly, your brain then directed literally thousands of muscle fibres, without your conscious awareness, to take you to the thing you were wishing to avoid.
The trick to being able to stay on the right part of the road was to line up some part of your vehicle with the centre line, or with the edge, and keep your focus on the visual gap, or match, that you were creating. Not on the edge, or on the centre, but on the gap or on the match. Then it became easy to control, and soon it became totally unconscious. No effort whatsoever to just “sit on the right spot”.
This is how the brain works. If you want to go in a certain direction, you must focus on that, NOT on what you don’t want. Once you’ve “practised” conscious awareness of a certain thing, just like the “driving” phenomenon, you start to “forget” about it but your unconscious mind takes over and automatically keeps you “sitting on the ‘right’ spot”.
Can you see that this incredible process is actually a two-edged sword? What about all the unwanted things you’ve focussed on in the past, that your brain now might be automatically taking you toward, and you don’t even realise that’s what’s happening? This is a great explanation for the seeming self sabotage that so many people play out.
Literally, our brains are teleological in nature. The very design of your brain, automatically directing you to whatever you’ve been focussing on, is what gives you the success or otherwise that you experience.
Motivation styles also come into play, but this basic fact of brain function remains the same.
Know the Real Reason You Want this Goal
This is the “why” of the goal and needs to be stated in a way that really “gets” you at an emotional level. If you can’t access this, then your goal is going to be tough work because you simply don’t have the emotional energy to sustain you as you drive toward it.
For example, as I mentioned above, a lot of people are motivated in “away from” fashion. This means they are galvanised to focus on a goal, to take action to move toward that goal, because they want to avoid pain. They’re not doing it because they want the reward; they’re doing it mainly because they fear the alternative!
Unlike people who go for goals purely for reward, these people have twin foci. Instead of dealing with the fear (which is possible) some NLP trainers try to build up their fear, with the aim of building up the motivating pressures to take action. (I’ve done this myself when I didn’t know better.) What happens is that the person is highly likely to get their goal, but with a whole lot of pain thrown in. After all, they’ve been focussing on that too!
A far better course of action would be to get expert help from a competent behavioural therapist in order to firstly deal with the “no pain no gain” and self-esteem rubbish that may be running, and then to deal with the fear that has been underpinning this person’s entire life.
There is a better, cleaner, more efficient way to get goals!
Describe the Achievement of Your Goal in Sensory-specific Terms
What will constitute the proof that you have your goal? What will be the evidence of your own eyes, ears, touch, smell and even taste that undeniably prove that you have your goal?
Can you describe the achievement of the goal in all sensory representational systems (sights, sounds, feelings, smells, tastes)? What sensory representational systems of others would inform them that you had achieved this goal? In other words, what sights, sounds, feelings, smells and tastes would provide you, and everyone around you, with undeniable evidence that you had got your goal?
Make Sure You Can Prove that the Goal Can Be Self-Fulfilled
Your goal must be self-fulfilled - not rely on others’ contributions, and not subject to events outside your control. What are the resources, personal and otherwise, that must be brought to the process? Is it feasible that you can gather those resources in the time planned?
Make Sure You Are Willing to Pay the Costs and Bear the Consequences of Getting the Goal
Honestly evaluate the costs and effects of achieving the goal. What will having the goal get for me? What will having the goal lose for me? What will not having the goal get for me? What will not having the goal lose for me?
Make Sure Your Goal is in Alignment With Other Goals, and with Your Values and Guiding Principles
If your goal clashes with other goals, or if it is counter to your values and the principles that you live by, you will find yourself effortlessly sabotaging it!
Check Fantastical Thinking
I know you might not like this term and some people complain I should just say “fantastic” thinking, or “illogical” thinking. I like the word “fantastical” because I think it conveys the “fantasy” aspect just the way I wish.
Fantastical thinking in relation to goal setting refers to fairy-tale-like beliefs about current or future events. This is the imaginary cause/effect link that we make between our goal and other events.
Point out to your team that goal consequences should not contain fantastical thinking. For example, someone who wants to increase their commissions may be thinking “When I earn more I will take that trip I’ve been wanting”, “When I earn more I’ll go for that promotion”, “When earn more I’ll find a man/woman who will love me and want to marry me”. Maybe, maybe not. One doesn’t necessarily mean the other, and those outcomes can be achieved without earning more. People who earn less do these things, have these experiences, also, and if this person hasn’t already done these things, it’s possible that there are a lot of other things stopping them than merely their earning level.
It’s the same with confidence and charisma. If we say “When I’m confident I’ll be a brilliant public speaker and everyone will love me” these things don’t necessarily go together. They can be quite independent of one another. As you know, there have been plenty of brilliant and popular public speakers who were nevertheless painfully shy and lacking confidence. Conversely, there are plenty of very confident people who are as boring as hell to listen to.
Get your team members to respectfully challenge each other on “consequences”. This is important because fantastical thinking can very much get in the way of goal clarity, and therefore get in the way of successful acquisition. Fantastical thinking may also indicate self sabotage and if that’s the case they want to know about it, and deal with it, so that nothing stands in their way.
Check Fears of Consequences
Certainly the changes we make are not always easy for loved ones, friends or even colleagues. Even we ourselves may feel overwhelmed by positive change that occurs quickly.
I think the much-revered family therapist Virginia Satir (on whose work much of NLP is based) put it best when she described groups of human beings as systems “much like a mobile you might hang above a baby’s crib”. Satir said that when an individual changes it is like jiggling one piece of the mobile out of its customary position. When that happens the rest of the pieces jiggle about madly, trying to find equilibrium. But the system only has so much energy, and eventually it wears out and the whole thing comes to rest. It comes to rest around the piece which changed. According to the laws of physics, nothing else is possible.
Human systems aren’t like that 100% of the time. We’re a little more unpredictable, so for us it’s more like 99.9999999%. So sometimes a piece of the mobile (like an employee, a partner or a friend) actually cannot or will not make the change and there is a parting. However probably something like 99.9999999% of the time they make a positive change with us (even if that takes a while) and they stay, and the “system” is a lot better for it.
Do take time to think about and identify any fears you may have about the consequences of getting your goal.
Beliefs/Doubts
Do you totally believe you can achieve this goal safely and comfortably? Or is there some doubt or fear around reaching for this goal or actually achieving it?
Usually we find that the goal is not totally congruent with who we are or what we believe, otherwise we’d probably have just gone out and done it! The problem is that the things that could be holding us back are mostly unconscious - so how do we discover them and deal with them?
The key is to be found in your own body and the best way to use that key is to first get into the most comfortable state you can (note, not necessarily relaxed, but quite alert in a highly comfortable way). Use an actual memory of an occasion where you actually felt quite comfortably alert and relive it now, carefully noting how you feel physically, in your face, chest, back, stomach, legs, hands.
As a contrast, imagine going through the steps to achieve your goal, as well as what it would truly be like to be achieving that goal. What differences do you note in your body as you experience that? If you feel tightness or tension where previously you felt quite “smooth” or comfortable, this could indicate fear or doubt. Or maybe it merely indicates excitement. Is it a nervous feeling, or an excited feeling?
There are now the most highly-effective techniques which you may use to deal with these subconscious blocks so that they cease being triggered as you move toward your goal. It is possible you might need help to refine your use of these techniques so that you more easily get the outcome you want. There is an excellent book called “Rapid Techniques for Self Help” which encapsulate 6 of the best available techniques for self use on www.bmsa-int.com, and the free professional forums on www.speedbusinessnetworking.com allow sales people and business people to perfect their use for maximum results!
How to Set Sales Goals that Work - To learn more about this author, visit Christine Sutherland's Website.
Like this article? Share it with your friends
 | |
 |
No article feedback found. |
| |
Leave Your Feedback |
 | |
| |||
David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
|||
Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
|||
Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
|||
Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
|||
Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
|||
John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
|||
George LudwigGeorge Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves: 60 Quick Tips to Improve Your Position in Life & Business. - Visit George Ludwig's Website |
|||
Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
|||
|
To learn more about the Evan Elite Author Program please contact us. | |||
 | |
|  |
Subscribe to Christine's articles
 | |
|
|  |
 | |
|
| |
 | ||
 |
||
 |
||
 |
||
|
| ||
 |
| Have you written articles that would be of value to entrepreneurs? Become an expert on our site by publishing them! Expose yourself to a wide audience, drive more traffic to your website and get more sales! Click Here for details. |
|
|
 |
| Modeling the Masters: Learn the true secrets behind Walt Disney's business success factors & grow your company! Video produced by Phanta Media |
|
|
 |
"Learn straight from Evan how you can Make a Full Time Income (And More) from a Website"
Click Here To Learn More |
|
|
|
|
Get advice & tips from famous business owners, new articles by entrepreneur experts, my latest website updates, & special sneak peaks at what's to come!
|
|
 |
 Disappearing Leader The Evolution Of Networking Networking Is The Future Your Life Your Legacy 10 Ways To Go International |
|
 | ||
 |
Top 50 Social Media Blogs
Top 50 Social Media Blogs | |
 |
Top 50 Raising Capital Blogs
Top Blogs To Watch In 2008 | |
| ||
 | ||||
| ||||
|
| ||||
| ||||
|
|
|
|
|
||||||||||||
|
Email us your ideas on how to make our website more valuable! Thank you Sharon from Toronto Salsa Lessons / Classes for your suggestions to make the newsletter look like the website and profile younger entrepreneurs like Jennifer Lopez and Sean Combs!
|
|
|
| ||||||||||||
| ||||||||||||
|
|
||||||||||||