Sales Prospecting Perspectives

I've always prided myself on creating the best culture I possibly can for my inside sales team. The last thing I want is for people to trudge into the office on Monday morning with a look of dread in their eyes, feeling like they have a full week of misery ahead of them. Keeping a good company culture is also partially selfish for me, because I don't want to spend 40 hours a week with miserable people who drain the life out of me. 

On New Year’s Eve, I posted a blog on the 7 Things I Want My Inside Sales Team To Know for 2014. Now that we're already days in to the last week of February (bring on spring please!), I want to double check that list to ensure I was actually following through on the characteristics I felt separated good managers from not-so-good ones. Of course it's a continual work in progress, but I feel like I've mostly stuck to the expectations I've set for myself. 

Man, time goes by fast.  I know this phenomenon is talked about, written about and perhaps thought about ad nauseum, but I feel compelled every year around this time to mention it.  Mostly because as I get older (I turned 50 in November), I realize how limited our time is and I have always been a “live life to the fullest” kind of guy.  Now, as I am a bit older and have the great fortune of a beautiful family, my health, and a thriving company, I feel very thankful.  I am focused on enjoying my life, and doing the right thing both in business and in my personal life.

At the beginning of the year I set a goal to improve communication across the entire company, from the way we communicate to our customers to the way we communicate among the management team, the way management communicates with team members, and how team members communicate with each other.  We invested in formal training, and had a summer outing with an Olympics theme which turned out to be an excellent team building opportunity. 

The additional emphasis on communication has had a positive impact on performance as well as morale.  Great ideas have been shared and implemented, team members have expressed interest in various areas, and as a result have had the opportunity to do more and in some cases get promoted.  When others see the positive impact they tend to become more engaged, which further improves the effectiveness of the team.

Back in 1995, I got to know a Professor of Anthropology from Rhode Island College.  Richard was a great guy. He always had a smile on his face, and he seemed like a very happy person.  

As I got to know him better, I learned that he was in fact a very happy person.  His happiness came from several areas in his life. He had a wonderful family with whom he was able to spend lots of time, he was healthy, and one last thing: He loved his job.  He told me that he thought he was getting away with something each day as he woke up, got dressed and went off to work.  The fact that he was being paid to do something he loved so much was something he was very grateful for.  

I had the opportunity last week to participate in a webinar AG hosted with Hootsuite and Salesloft about setting up an effective work process. The recording can be downloaded here. We covered the secrets to sales prospecting success, how social selling can enhance the sales process and what tools should be used to support your prospecting efforts. My portion of the presentation had more to do with setting up an effective inside sales team, but I did field some interesting questions at the end of the webinar. 

From a marketing and a sales point of view, this week has been extremely busy. The chatter around the office has expounded as more and more people are returning from vacation. Marketing is gearing into the fall months as well, as we just released an eBook we've been working on all summer. Team leaders are working one-on-one with sales reps, and new employees are coming in every week, eager to get their hands dirty in sales. For the first week of September, we're doing great, and it can only go up from here.

Ask not what you can do for your company. Ask what your company can do for you.

In the past few years, discussions of company culture have multiplied across start-ups in Silicon Valley, trusted businesses in Boston, and several other areas around the world. Some people think company culture can be confused with perks in the office, creating confusion and toxicity in the workplace. Some people think cultures can’t be created, that they’re a product of how leaders inspire their customers and employees. Still others argue that company culture affects traditional business metrics positively, resulting in revenue growth, employment growth, net income growth, etc.

I have long believed that one of the most important cornerstones to a great corporate culture is learning and growth.  An important part of my job is to create such an environment, and work to ensure that each and every team member understands they have the flexibility to expand their contribution beyond their job description.  When this happens, everyone wins.  The team member has the opportunity to learn, improve and expand his or her skill set.  The customer benefits from a happier, more skilled team member, and the company benefits from increased productivity, customer loyalty and ultimately, profitability.