Did you know there is an industry out there that will match extrinsic rewards to a company’s culture and thereby drive performance? They call themselves “full service incentive firms” and claim to motivate and help retain employees with items like … Continue reading →
In the last post, we raised two questions that emerge from the closing scene of the film, Wolf of Wall Street. In it, Leonardo DiCaprio’s character is introduced to a small group as the world’s greatest sales trainer. He approaches … Continue reading →
In the closing moments of Wolf of Wall Street, Jason Belfort, played by Leonardo DiCaprio, is introduced to a small group as the “world’s greatest sales trainer”. This title is newly minted as the one time Wolf of Wall Street … Continue reading →
Malcolm Gladwell has now written four best-selling books: Tipping Point, Blink, Outliers and the recently released, David & Goliath. If you are unfamiliar with Gladwell, I commend him to you. His contribution is to capture interesting research and then relate … Continue reading →
Until the late 1980s, common sales practices were to push product Features-Advantages & Benefits (FAB) and then to try to manipulate a “Close” by employing clever scripts. Some of the best companies in the world (GE, Xerox, IBM, and Exxon) eventually … Continue reading →
Usually credited as a Jack Welch idea, Rank & Yank refers to an employee evaluation system where workers are ranked against one another and those who are graded lower are then yanked from their jobs; as in fired. Proponents claim … Continue reading →
This blog is intended as a companion to the previous one, One Size Does Not Fit All, where we make the case for sales education designed to fit different skill levels. It is prompted by a common challenge we face … Continue reading →
One size may fit all when it comes to ball caps. But, it is a flawed approach when it comes to teaching and learning, including sales education. We are all familiar with the curricula we experienced in schools and then … Continue reading →
Over the last twelve or so years, I have done a fair amount of Executive Coaching. My approach is to start the dialogue using assessments like the Myers Briggs Type Indicator (MBTI) and Fundamental Interpersonal Relations Orientation (FIRO). They serve … Continue reading →
A recent piece in the New York Times on Lincoln School of Management by Nancy F. Koehn caught my eye because of my collaboration with the Lincoln Leadership Institute in Gettysburg (http://www.gettysburgleadership.com/). My first thought was that my friends in … Continue reading →