26 Jun 2018

Unlike other planning processes that are based on consistent factors, sales planning is subject to continual change. In today’s global markets, driven by volatile demand and serviced by increasingly distended and complex networks, that change is accelerating. Getting a handle on it is a very tough nut to crack.

Prospecting: Ideas could come from anywhere. And any good sales funnel needs plenty of prospects. Where do they come from? How do they become a lead?

 

Lead Qualification: Make contact. You have a prospect on the hook, but what is his/her value? How do you qualify them and make a good first impression?

Engage: This is the stage where you must listen, understand, position your product based on the potential customer’s need, and then overcome any objections. Ultimately, it comes down to “what is the potential customer trying to achieve, improve, or avoid? And how are you going to connect your product/service to it?”

 

Action: Maximize the “yeses” and minimizing the “nos.” That said, no is not the worst-case scenario – indecision and lack of action can waste time and resources that you could focus instead on a prospect more likely to result in success.

Support: Service, Over-Deliver, and Grow. Great salespeople service their clients well, over-deliver on what they sold, and grow their relationships. It is much easier to re-sell and grow existing clients than it is to sell new ones. Go above and beyond and become a trusted advisor, and you will rarely lose a client.

 

Evaluate: The best salespeople are constantly evaluating their own performance. How did I do? What can I learn? And, the best sales organizations figure out how to organize that information and leverage it across their sales team.

Jason J. Hurley

Business Executive Coach / Trainer

Mobile: 86-18521384086

Shanghai, China

Jason has been managing and training organizations for over 15 years. He graduated in 1999 with a Mathematics degree from the University Of Leeds before rapidly moving up the career ladder attaining positions as senior consultant, department manager and trainer for multinational institutions in the City of London.

 

In early 2011, he moved to China and formed Ultimahub Training Solutions which has been providing bespoke training solutions both in China and overseas to blue chip companies including: Cisco, Heraeus, Marriott, Virtuos, Publicis Groupe, Santander, Want Want China, Virtuos, Ekornes, Vivaki, Baxter, Bayer, Shanghai GM, EF, Foreo and many more.

All training presented by Jason are customized to meet client’s demands relating to content, time and style. All courses are interactive with individual and group exercises, including role play, problem solving, questionnaires, videos, psychometric profiling and other relevant tools.

Jason Hurley, Ultimahub CEO, will be providing a one day, four-hour intensive training session on sales and the important skills and techniques that leads to being a successful salesperson. If interested, please scan the QR code at the bottom and sign up for the course! We hope to see you there.

26 Jun 2018

What can?managers?do to motivate employees? The reality, when you talk about how to motivate employees, is that employees are motivated. The manager’s challenge is to figure out how to tap into that motivation?to accomplish work goals. Fortunately, the manager controls the key environmental factors necessary to motivate employees.

The most significant factor, that the manager controls, is his or her relationship with each employee. The second most important factor in a manager’s ability to motivate employees is creating a?work environment and organizational culture?that fosters employee motivation and engagement.

This work culture consists of an environment in which?employees are trusted, treated like the adults they are,?and not micromanaged. Employees are entrusted with the values, vision, mission, and strategic framework within which they are expected to accomplish their jobs.

They receive frequent communication, are treated with respect and civility, and have input to every facet of the work they are hired to produce. They are encouraged to speak up about what they believe when participating in solving a problem for their customer. They are further trusted by the organization with the most significant and critical financial information so they are not blindsided by business problems.

These are factors that help produce a work environment in which employees will choose motivation to accomplish the requirements of their work. Nothing is more powerful than a group of contributing, motivated employees. Trust this.

21 Jun 2018

Team building has a bad rep. In most companies when the manager organizes a team building event, the employees immediately start to think of reruns of the “The Office”.

Sadly, watching a real life manager act in the same quirky and try-hard manner as Steve Carell just isn’t as entertaining.

Despite its rather lame reputation, team building is actually one of the most important investments a firm can make for its employees. It helps build trust between coworkers, mitigate conflict and encourages communication. Successful team building means more engaged employees which is great for the overall environment of the work place.

Developing problem solving skills it debatably one of the most ideal aspects of team building. Fostering close relationships with other employees encourages them to depend on each other and solve their problems by using each other’s advice and past experiences. For an employer, having employees that first attempt to solve problems among their co-workers before seeking help from higher-ups is very appealing.

After any sports team wins a major championship, they celebrate and have fun and the elation that comes with winning motivates them to try even harder. In many ways, success at a company is much alike one of these big wins. Team bonding encourages the “team” to work together towards a big win to be able to experience that same cheering and celebration. Strong team building encourages trust, productivity and creates relationships that make employees excited to come to work. Excitement and zeal from employers is the key to a successful firm.

If you would like to learn more about effective sales we welcome you to join our “Selling Skills” workshop on the 7th of July in Shanghai.

If you are interested in reading our other articles they can be found here:

1)?Body Language In Sales

2) Attributes Of Elite Salespeople

3) Apple’s Role in China’s Innovation

4) Realities Of Active Listening

5) The Breakfast Club

21 Jun 2018

body language in sales

Sales are the backbone of any business but you may not realize just how important how you deliver your sales message matters, especially when it comes to body language.

There’s an old saying that your action speaks so loudly I can’t hear what you’re saying. In fact, studies show that, in a personal interaction, 55 percent of what the other people take in and process is visual. That is, they’re responding to your physical actions. Only 7 percent is based on what you say.

So if your facial expressions, hand gestures and posture say something different from your words, guess what people will remember? I’m not suggesting you learn to hide all your feelings—the appropriate sharing of emotions can be a powerful leadership tool. However, sometimes anxiety, anger or distractedness can interfere with keeping your body and words in sync.

Final Tips:

1.????Open your chest and arms: To boost your confidence during your presentation, open your arms and chest, and keep your back straight. This position will make you breathe better, and you’ll feel more relaxed—making you an instantly better presenter

2.????Smile: To make your audience comfortable, smile at them. It’s simple, but smiling is our most powerful weapon during presentations and fact-to-face meetings

3.????Gesture with your arms and hands: To engage people, gesture with your arms and hands in a natural way. It’s also a good idea to look your audience in the eye. People tend to naturally pay attention to and like people who look them in the eye.

4.????Use small, stiff gestures: To demonstrate authority, keep calm and use small, stiff gestures. This type of movement encourages people to trust you and view you as a confident person

5.????Walk it Out: To bring movement to your speech, use the physical space you have available and walk it out.

6. Vary your gestures: To keep your audience engaged, vary your gestures throughout the presentation. Open gestures, small gestures, and gestures that involve your head, arms and hands are best. It’s also wise to include gestures that involve only your hands or only your head – and broad gestures are also welcoming and engaging

7. Point to your presentation: To draw attention to a certain element of your presentation, point directly at it and look at it on screen simultaneously. Your audience will follow your eyes and finger

8. Walk toward people: To encourage audience participation use open gestures and – when possible – walk around and toward people. We tend to participate more when we have proximity to a speaker.

9. Pause: To make a hard question seem easier, pause, breathe slowly (this gives you time to think), then answer while looking the questioner in the eye

10. Practice mirroring: To make your audience buy your story, use positive gestures during the entire presentation. This includes nodding, open gestures, smiling, and mirroring

If you are interested in reading our other articles they can be found here:

1)?Body Language In Sales

2) Attributes Of Elite Salespeople

3) Apple’s Role in China’s Innovation

4) Realities Of Active Listening

5) The Breakfast Club

21 Jun 2018

Do you strive to think through problems creatively? Are you the type of person who has the hunger to succeed and a vision for your future?

 

The ‘Breakfast Club’ is a place where innovative and imaginative people can come to sort through their own personal goals and issues. A place where you can take advice from others who have undergone similar situations or experienced success in the areas you strive to achieve in.

 

Our club has been created and shaped by five dedicated experts in the field of self development with a paramount wish to help others. Each of them have the knowledge and expertise to help you work through road blocks keeping you from achieving your goals.

 

The ‘Breakfast Club’ will meet at regular intervals from 8am-9:30am at a private and comfortable venue with a tasty and affordable breakfast. The setting will be very relaxed and provide an environment that makes everyone feel welcome. This is a chance for any and all to come and connect with others to share issues, goals and solutions using combined knowledge and experience. Together we will the uncover ways to manage beneficial change in our daily and working lives.

Everyone has plans. Everyone has goals. Everyone has struggles’. The point of ‘The Breakfast Club’ is to come together and approach everyone’s unique situation in a way that allows for the most productivity in your everyday life. Essentially advice on how to get out of life what you put into it.

Jason Hurley

Ultimahub CEO Corporate Trainer

Jason has been managing and training organizations for over 15 years. He graduated in 1999 with a Mathematics degree from the University Of Leeds before rapidly moving up the career ladder attaining positions as senior consultant, department manager and trainer for multinational institutions in the City of London.

In early 2011, he moved to China and formed Ultimahub Training Solutions which has been providing bespoke training solutions both in China and overseas to blue chip companies including: Cisco, Heraeus, Marriott, Virtuos, Publicis Groupe, Santander, Want Want China, Virtuos, Ekornes, Vivaki, Baxter, Bayer, Shanghai GM, EF, and many more.

Michael J. Rosenthal

Michael has been managing organizations for more than twenty years.?He?graduated from the American University Washington College of law,

clerked for two federal judges, served eight years as a Federal?Prosecutor with the United States Department of Justice (receiving an?Outstanding Attorney Award in 1993 and 1996), and as Minister of Justice??and Special Prosecutor for the Republic of Palau.

In early 2005,?Michael moved to China to serve as Asia Pacific CEO for Day Light Inc.,?USA, and has subsequently worked in a variety of industries including?environmental, education, human resources, fashion, retail,?health/beauty and media. He is the founder of US Green Solutions,?Imperial International Competitions, Business in Emerging Europe?(Bizinee) and the Greater Las Vegas / China Business Club.?Michael is a?highly rated professional trainer and business coach who has serviced?many international companies including Baxter, Bayer, Shanghai GM,?Johnson Controls, SAP, SAIC, Volvo and others. Michael has served four?years as Chairman of the American Chamber of Commerce Shanghai?Environmental Committee. He is also an actor/model who has appeared in?numerous movies, television shows and commercials, and produced/directed numerous promotional videos.

Yoky

Yoky is a renowned “facilitator and Strengths Coach”. Famous for integrating an artist’s view and perception to coaching and learning. Yoky’s facilitating take her participants on a journey of self-discovery and exploration.

Yoky’s courses are ideal for all those who are looking for a clearer look through a unique perspective at their own life development and goal strategies. As well as using artistic angles, Yoky’s facilitating helps to build development clarity using essential self-coaching questions helping all attendees to grow and achieve stronger outcomes in their daily and working lives.

JooYoung Song

Jooyoung Song (South Korea), playwright and theatre artist based in LA and Seoul. She runs numerous theater workshops adapting Theater of the Oppressed by Augusto Boal. She has now moved to Shanghai and started a new journey integrating theatre techniques with life coaching to improve life quality of expats.

David

David is an advisor, mentor and speaker. He’s a US lawyer; he moved to Shanghai in 2003. David consults on legal, marketing, cultural issues required to successfully execute business strategy in China.

He combines professional skills acquired during 20-year US legal practice with management experience gained as business executive in China.

He trains lawyers; advises law firms on marketing, HR issues. He speaks, coaches on topics in personal development, business management.

WHEN AND WHERE:

June 27

8am-9.30am

Ichi Bakery – 33 Caoxi????North Road -Xuhui

Opposite Xujiahui Metro Station – Line 1 Exit 9

To Join This Event Click The Flyer Below:

If you are interested in reading our other articles they can be found here:

1)?Body Language In Sales

2) Attributes Of Elite Salespeople

3) Apple’s Role in China’s Innovation

4) Realities Of Active Listening

5) The Breakfast Club

13 Apr 2016

corporate training china

At work, there’s an age old saying: To have and to hold, from this day forward. … Oh, hang on a sec, that’s what people say as they are getting married. It should be used by all recruiting managers though, it makes sense. New staff coming and going can really sting your profit margins, its a time waster also. It takes time and effort as well as costs money to research, interview and vet potential new company members. At best they need invest around six months and many other peoples manpower to recruit and jump start a newby, bringing them up to speed to become a fully contributing member of the team. This initial investment often includes their product/service training, eradicating past bad habits, and more steep learning curves of knowledge that they need to absorb. The last thing you want to happen after investing so much time in these individuals is for them to turn around and quit for another companies slightly higher salary package.

business training china

Ultimately, you expect all your new hires to be grateful of their new found position and come whistling into work each day. Thereby bringing in business and increasing your earnings. However if your business is suffering from RDS more commonly known as Revolving Door Syndrome, you will soon find yourself squandering company profits just to keep things ticking over. Put simply, until you get to the source of your staff retention problems and remedy them, you will just keep losing your profits to the recruitment websites.

Average figures suggest that it takes seven months and around RMB180,000 to find and place a new sales rep into his job role. These costs may be a flash in the pan if your organization is in upward motion. Growth is after all the best issue to be facing so long as you are prepared, however this growth can be crushed if turnover is excessive in your recruiting cost areas, here lies a systemic problem. When the leavers are your top performers moving on to better opportunities you know you really do have a problem. Suddenly as a boss you feel as if you are sinking slowly, frantically trying to plug leaks in your ship which the rest of the crew seem to be jumping out of.

From Outset: Be Honest About Expectations
Just as you want to be completely clear of the new sales rep that you are introducing to your company. So do they need to be sure also of work environment they will be entering. Generally managers are great at selling as they have built in communication abilities that have enabled them to get where they need to be. They can sell the role. However on the new starters first day if they gradually realise that the post that they have signed up to is not what they had bargained for they may grow ever more disgruntled day by day and become cynical, they may even quit within the first few months. This looks bad to your other staff and will also be demoralising and a let down for you. Therefore to avoid this fiasco occurring, it is best to set realistic expectations right from the outset. Ideally at the interview stage when you see qualities in the potential staff member you wish to employ. Don’t talk up the job role. Or the company. Say it how it is. Be aware that this staff member will be one of your team, you are placing them in a position of trust. Trust must be reciprocated. Therefore always be completely honest with prospective hires about the work they will be doing, the progression they can attain if they work hard and also their working environment. Ideally also show them around and introduce them to their team. They may decide it’s not for them at this stage, however that will be far more beneficial to you as you will save time. Also more importantly you will be able to rest assured that when you do place the ideal candidate into the role you will have a more dedicated employee. Be sure to be upfront about the challenging aspects that they may face, how you like it to be and also what to expect from their direct line manager. If they are going to be good they will already be forming their own ideas on how to progress. It is also essential to reaffirm by asking their views on what they have see throughout all the processes above before making a selection.

Setting Realistic Goals and Monitoring Progress
Because sales folks are a competitive bunch, they thrive when you set goals for them. They need to be challenged. The goals need to be attainable though, they should see the carrot and be able to grab it. It is essential also to provide guide them with the resources necessary to reach those goals. Give them what they need so that they can get the ball rolling straight away. Arrange follow up meetings to keep tabs on progress. The initial period is the time that requires the most focus. The more support provided at this stage will become fruitful for the individual members of your team as well as the complete team unit. Arrange one-to-ones thereby opening the lines of communication with your team. This will motivate them and also gently push them to becoming focused, they will see you are serious about this project succeeding and will get on board too if they can see the light at the end of the tunnel. With regular meetings also areas for further development may become apparent.

Establish Realistic Goals and Coaching
Moving on to the topic of coaching … one of the best investments you can make throughout is building your team’s coaching. Surveys and common sense shows that people take jobs for three main reasons, not necessarily in this order: what they will learn, how much they will get paid, opportunities for progression. By signaling to your workforce that they are worth the company money and time spent in investing in they will be far more reciprocating in their contribution to your company. Ongoing learning for all of your team members is essential to keep them happy, they will see it as a perk of their job and even boast about it to their peers. This will quite rightly make them feel good and keep them happy. A happy employee is a productive and healthy employee. They will want to be at work rather than feeling that they have to come in to pay the rent. We have seen it many times before, failing to nurture any employee often results in them looking to other companies who will offer them better opportunity to grow in skill.

Compensation Packages
Money is on the mind of all the best sales reps. Most work on commission. When recruiting sales reps if you ask the question “Are you motivated by money?” and they say NO. Alarm bells should ring. If they work on commission and money is not an incentive as a sales person they are clearly in the wrong place. The top performers are not looking for free office coffee or dress down Fridays. They want to earn and earn it quick. If you provide that for them they will stay otherwise they may move to pastures greener. The targets and packages need to be continually optimised to ensure their interest in achieving them. Continually reexamine your compensation packages, before doing this though ensure that their contract maintains this flexibility for you on an annual basis. As we all know in China there are set points in the calendar where staff tend to leave. Be sure not to fall victim to this. Stay one step ahead of the game. We can help you with this also in the training courses we offer. It requires being continually fully aware of what is being offered at competing organizations. Tiered plans work best especially with top performers, the dangling carrot scenario. Once they get that low hanging fruit they want the bigger one. Ensure it is there for them to grab. When making these decisions run this through the thought and costing process of thinking: How much is the company saving with slim streamlined compensation compared to how much better it could be by splashing out a bit more to keep those valued employees on your side.

Incentives
It’s not all about money. Finding and developing fun and creative ways to show your team you appreciate them has no boundaries. Focus on your most valuable staff and your company will run far smoother. Motivate them to stay with you and make it beneficial also for those valued staff to become even more valuable by giving them extended responsibility where possible. If and where possible also find the most cost effective and beneficial incentives for them also such as language learning, gym memberships, flex time, additional paid holidays and the like. Often even an in-house concierge works well to build loyalty. These in turn also promote a stress-free happy work environment. If in sales then periodically, weekly, monthly or even quarterly if your teams are far away, meetings should be held. Quarterly meetings should ideally include occasional sales contests where praise is delivered in all the right places, this will motivate your ever determined sales staff to always work to achieve their best.

Where Did It All Go Wrong?
Occasionally, despite a company’s best efforts to perfect the working environment they will lose top employees. In this case the question to be asked is “Why?”
By the time a member hands in their resignation they have usually found another job so convining them to stay might be hard, although not impossible. The priority here is to establish the reasoning behind it. Ask them why they are choosing to break the relationship. Get them relaxed, relate to their feelings and just find out why. Again this is something that our training covers. When you become aware that they are leaving speak to their supervisors also, many may become defensive at the loss of a member of their team therefore you need to put them at ease too ensuring that you do not demoralise them. Effective questioning and rapport is key at this stage. Softly softly. Find out the reasons why so that it does not happen again or lead to a mass exodus. Often if one influential member leaves others will follow. Be extremely careful. Ideally, the exit interview should be held by an experienced member of the HR team.

Always remember, when it comes to retaining the best employees, it’s one thing to get them to say “I do” however it’s another to hold and keep them.
Have a look though our courses. Everything discovered here is content that we cover and can help you with.

Do NOT follow this link or you will be banned from the site!