Colin Bockman

Precisely what is the Data Room For Choristers?

2023-01-09T20:40:24Z

Whether you are a fan of the performing disciplines or simply a music fan, you have probably heard about a data space before. This is a perfect space with regards to tracking the choir’s overall wellness. The nitty gritty notwithstanding, an information room can help save you the time and energy of manually gathering and storing this information. It will also let you concentrate on the lion’s show of your organizational tasks.

A data room may be hired or perhaps rented to suit your budgetary requires. With a little focus, this business office in a package can be the best solution to the management issues. By ensuring your choristers stay healthy and happy, you may manage to maximize your ensemble’s potential.

The information room will also help you weed out the uninspiring from the slumber. Aside from saving you the stress of launching your poor performer towards the world, a data room will allow you to keep track of the most recent in music technology. Employing state-of-the-art hardware and a nifty protection feature, you can ensure your choristers are well protected. Furthermore, a data place will assist you to streamline your management and administrative procedures. To ensure you do miss virtually any important changes, a data bedroom can be monitored using a web-affiliated interface. If the choir is of a visiting troupe, a data room can help you stay on top of the game. By using a data place may be the www.northstatechorale.org/2019/03/12/church-music-in-the-parish-of-st-peter-st-emmeran/ smartest decision you make.

The idea of Employment

2022-12-16T18:46:48Z

Employment is definitely the activity of working regularly another person. It can be governed by both organisational rules and legal legal agreements.

The concept of employment is governed by the regulations of both state and federal govt. It is also ruled by the management beliefs of an group. This means that it is going to consist of time to time.

The idea of employment comes with all types of do the job, including contract work, or perhaps work, and full-time function. It is employed by organizations to fuel business and expand.

It is important to know the different types of jobs so you can hire the ideal people. Staff will have specific skills and firm-specific expertise. Some may currently have additional benefits, such as health care insurance or life insurance coverage.

The number of staff in an organization is actually a measure of the productivity. linked here It is also an indicator of an country’s employment level. This measure possesses a relatively low correlation with GDP. Yet , it has been proven to follow a short-term GDP design during periods of recession.

Employers generally pay personnel for the hours that they can be required to conduct their jobs. The amount of remuneration varies according to the type of function performed plus the employer.

An employee has the option of negotiating the terms of their occupation. This includes the volume of salary, situations for working, and the location of their operate. They are also in order to resign at any time.

You will find two primary groups of people interested in production: those who perform the work and the ones who provide the services. The amount of people involved with a particular activity is affected by the effectiveness of professional training, the quantity of employable skilled people, and the timing of vocational teaching.

AI-Powered Real Estate Software

2022-12-15T15:09:40Z

Using AI-powered real estate software to improve your surgical treatments can free up your time and energy and give attention to your associations with renters. And, the best solutions are created to incorporate all of the communication channels offered.

The key to making data-driven realty decisions has access to a streamlined program with pre-installed analytics. Ideally, you’ll want to get yourself a software formula that features an automatic system for the purpose of sifting through many data points to generate appropriate reports.

Additionally , you’ll want in order to easily get your data at the time you need it. And, you’ll need a efficient data secureness infrastructure.

For that reason, you will need to look for a real estate management company that can help you achieve aims. These companies can provide you with a wide range of companies. They might involve bookkeeping, maintenance, and advertising. They may end up being able to enable you with long lasting planning.

One of the most important aspects of property control is minimizing the risk to the owner. You’ll need to make perfectly sure that your companies carry insurance. You will also need to continue to keep abreast of changing laws.

Additionally to having a comprehensive knowledge of the various laws governing real estate, you’re looking for to have the necessary abilities to successfully manage the portfolio. For instance https://i-propertyassets.com understanding how to create a funds, how to concerned contracts, and how to manage personnel. You’ll also need to find out how to show your RETURN ON INVESTMENT on a real estate investment.

Impending Christmas ‘Silly’ Season OR Planning Season ??

2016-10-26T12:27:39Z

From now on, we mostly get caught up in the ‘before Christmas’ scenarios.

And that means with typical January disruptions, next thing you know it is February and little has been done to ensure next year will be a strategically planned success.

With the horrendous onslaught of digital disruption to almost every business model, those who are not on-the-money with their strategies will rapidly fall behind.

Think I am a scaremonger? Nup. I am a realist when it comes to identifying current disruptive trends and what needs to be done to deal with the challenges!

NOW is the time to begin the planning of clever components for next year, combined with the execution models which may include an early New Year kick-off structure to see you staying ahead of the pack.

It is all about the good ol’ 5 Ps

Planning Prevents Poor Performance ( well, I left out the 3^rd one, which is an adjective )

And the key to the planning is to recognise that in our rapidly evolving world it is no longer a Management Retreat that enables the solutions to be created. There needs to be a tapping-in to the neck-top-computers of representatives from every level of the business model. The nuances are too finite to be seen or observed by Management, as the clever strategies need to come from a combo all who ‘touch’ the business model.

So what to do ?

3 Stages

1) Have a half day independently Facilitated Session to raise all possible challenges for the coming year invite a wide cross section of the team to be involved

It is essential that this be a rapid in-put session with no holds barred. It needs to appear to be almost non structured, yet if Facilitated by an innovative person the session can be ‘weighted’ to delve into the deepest concerns and importantly the perceived solutions. It has been my experience over more than 30 years of running events of this nature, that an amazing amount of valuable information and even more importantly perceptions are discovered.

Although this process is the forerunner to the next step, it’s under-the-radar benefit is that the team head off to the Christmas New Year break knowing that their concerns are known and will be dealt with in the new year a great feeling of security over what can be a questioning time for most, during these unstable times.

2) Evaluate exactly what was raised and why. This is not as straight forward as it might appear on the surface. The fall-out from the Session is dependant largely on just how much of what comes up during the interaction. However, typically the old 80/20 rule applies, that is 80% was expected by Management, but it is the 20% that most often contains the gems for staying ahead of the pack. So to clearly qualify what needs to be dealt with by whom and by when, and to what degree, requires the Independent Facilitator again.

Let me explain why that is. Innovation comes from people being able to share their inner thinking and those who are close to the real-world have thoughts every day and experience frustrations which they tend to simply fob off as ‘work related stuff’. These can be easily misinterpreted by Management as they are too close to the day-to-day running of the business model and can even consider the concerns as their team grumbling about things instead of getting on with the business.

The underlying purpose of the exercise is to find ways to breakout from the usual business model and create fresh approaches, that is the ONLY way to lead the pack

3) Deciding on the Program for the new year and deciding on how it will be released at the earliest possible date. This could be as innovative as getting everyone together and creating some skunk-works team with tight time lines to research and develop the outline for an app which will break new ground ( digital disruption) to forming a Sales Process to re-jig the go-to-market strategy.

These examples are of course speculative, which is exactly how it should be as I write this blog, as if they are known prior to the above steps, being Facilitated, then one could consider that they are certainly not ground breaking competitive-edge strategies

Foot note: most who read this to this point ( by the way, thanks for that) will be considering ” do I have to do this sort of thing. Is it really necessary?” and my answer to that is simply…

YES if you want to be to be the leader and create your future through innovation via the most valuable asset of your business. AND have a vibrant team early in the new year

NO, if you want to play in the sandpit within the rules that others have set and be in a position where you are the one reacting to their initiatives

Over and out I trust you will MAKE the next year a winner by implementing the above !!

How to Engineer Your Brand’s Competitive Advantage, so that you are the leader of the pack and stay that way

2020-07-05T03:52:14Z

Gone are the days where your Product or Service alone ‘ranks’ as a competitive advantage.

So as a business, the more focus you put on meticulous scrutiny of all communication and its influence on your Brand and how it generates Profitable Sales outcomes, the more likely you are to be able to stay ahead of the pack. People buy people, then they buy
Products and Services and their perception = their reality.

Typical evaluation to identify a competitive advantage comes from considering elements of Products and Buying Price and Distribution and Selling Price and Service levels and Margin etc etc, but they are all ho-hum areas to look into, if you only use conventional methodology. Why so ? As all your competitors are doing just that, with the same computer programs and same data, so no one ends up ahead of the game. Well not for any longer than a week or so.

Everyone wants to be the leader in their sandpit. BUT the only way to do that, is by maximising the interaction of ALL the neck-top-computers. ( the between-the-ears factor ) to discover and implement ‘ideas’ which are way beyond the typical analysis.

So where to begin? Firstly, to get independent insights into key areas here is a brief ‘starter’ list..

1) What Brand image are you conveying to your Customers/Clients and your team?
As innovative Brand Genius Simon Hammond says ” what do you stand for”

Colin insight the best way to gauge where you ‘fit’ in this area, is to have your
Customer/Clients personally surveyed with a non-generic format, as traditional formats no longer
work as people have become numb to them ( and online mailchimp ones are even less valuable )

2) What is your Customer/Client Culture? Is your Product or Service viewed by these
people as being innovative and providing them with their ‘competitive advantages’.

Colin insight most are oblivious to the depth & value of your offer, as I often find
when conducting this research (once known, it is easy to then re-focus the team for better outcomes).

3) What internal Culture do you have? Remember
“people do what they get rewarded for or are measured by within their perception”.

Colin insight the difference between what people think is expected of them and what
management expects, is most often hugely different. Oh, not from the measurable aspect
of the typical Performance Reviews, but via the ‘attitudinal’ measure
(side note: most businesses tend to employ based on skills, then sack based on attitude)

Thanks for reading to this point, please stay with me as it gets juicier

4) Who else is in the game with you? Your suppliers/partners (I’m not one for the term stakeholder)
how do they view your business model and their role in your success?

Colin insight again, to identify the reality within this sphere, one-on-one personal
interaction is required with a truly independent but experienced business person, as
again a non-personal mailchimp style survey often produces very inaccurate results.
(those who complete online surveys are often not the most important ones to ‘learn’ from)

5) What is the Team’s involvement in all aspects of the business? BIG QUESTION is ->
How much are they vested in its success because that will give them their own success.

Colin insight knowing what ‘success’ is for each person ( not old ‘goals’ ) and engineering
how that can be achieved within the business, is the absolute No. 1 key to creating a true
and dynamic competitive advantage. When going to work is providing the funding for the individuals
Financial Success & Life Style, AND is also providing their daily buzz of personal success – well,
then you have the perfect model. And when this can also apply to a Supplier/Partner, it is business nirvana

How to get started

Get the team together and ‘nail’ the above as a combined group – you will need a skilled Facilitator to research the Cultures and then create the program around those discoveries. Classic workshops as have been run over the years, are no longer productive as they have been sterilised by systems and coloured with all the ‘trending’ words. Even the manner in which the ‘ideas’ are stimulated has changed greatly. It is a new science for a new breed of team member.

Colin insight – play within the old rules and you will get what those rules typically produce. As in, same as your competitors. As even these processes have to break-out from the norm, to enable you to lead the pack, and certainly to just stay ahead of the game.

It is all about people and the ‘clever’ maximising the collectiveness of their neck-top-computers.

Explanation: I have a Client with whom I have worked in these areas Consulting and even mentoring to take his business model to a new level over the past 10 years. He tells me often, that I am nuts doing what I do for a living, as he puts it ” no one gets up in the morning and says, I need Colin Bockman, because businesses don’t know what can be done, and that you can do it. Getting that message out-there has to be the biggest challenge of all, you are nuts trying to do that”.

And he is on-the-money. It is a tough gig. But the personal rewards for me over 30+ years have been absolutely enormous, as I am able to be the catalyst for businesses and more importantly their people, to achieve their success.

I am very proud of my unsolicited testimonials http://bockman.com.au/testimonials/

Top left is my ” you are nuts trying to do that” Client testimonial.

How I got to this point: When I began in this business 30 + years ago, I invested 3 days asking myself what gave me a buzz. What drives me, what is success to me. And the answer was, when I finally brought it down to ONE aspect “seeing others succeed”

So that is what I do now. I work to define what success truly is for businesses and their people, and then how to make that their reality !

I’m happy to talk with you about your model and how the SuccessThinking format can catapult you to achieve greater success within your business, to not only lead the pack but to remain the leader. As then you will have the absolute competitive advantage, through the most valuable component of your business , your people.

Click here to download my 45 minute Live high-energy-high-impact Audio CD “Lessons from the Journey” It is all about my success lessons … it is also a lot of fun for all ages.

And if you have read to this point. Thank You for investing this time, I trust you gained value from the investment. It also tells me that you are highly likely to be able to implement these strategies, so please do give me a call and I’ll be happy to have-a-chat about your specific scenario.

Incidentally, my business card has this statement on it
” Our Clients are typically companies who
are doing-it-well but want to do-it-better,
through clever strategies if that’s you,
you’re holding the right card”

Colin Bockman M: 0418318799
SuccessThinking
ICAN Consultants Pty Ltd
bockman.com.au

The secret to your B2B Sales Team performing!

2016-02-11T10:54:33Z

Design strategies using skill levels commensurate with how they are reimbursed.

This might sound like “you get what you pay for” BUT that is not the secret at all.

Let me explain:

Each industry has it’s cost-effective benchmarks for how much the person doing the selling can be paid. This is not wrong or right. It is simply the reality that is way too often ignored, and in so doing sees the Salespeople blamed for the lack of exceptional sales volumes ( again, measured against industry ‘norms’ ).

The secret is to have the Sales Strategies and Market offering tailored to the abilities of the Sales Team. In my 30 years’ experience, working with various Sales Teams across a huge array of Industries, so often I find the ‘offer’ is too complex to be conveyed by the appointed person and the ‘needed’ skills are somewhat beyond that person’s natural abilities ! And in pure B2B Selling, the delicate Customer/Rep relationship is by far the least understood factor by those designing the Product Offering, from Marketing to Agencies.

Yes they may need additional skills and yes their ‘understanding’ of how best to present/sell-in the offer is the key the complete package must be relevant to their association with their Customer, and in what context that person views them within the business Sales Rep, Order Processor, Fix-it Rep or Supplier Partner. The context in which the Sales Person is considered by the Customer/buyer is the most crucial yet most often misunderstood aspect of the combined Sales Strategy and the vital Execution Methodology possibilities.

So how should this alliance of strategy, offering, Sales Person scope and role, be aligned to achieve results?

The Solution is to have an Independent Professional go-to-market strategist oversee the challenges, and then tailor both the ‘offer’ and how it will be sold, to match the actual abilities and resources of the Sales and support team.

As a Blog I am now supposed to provide the how-to steps that is an almost impossible task, as inherent knowledge of what is possible and what is not, comes into play. However here are some bullet points for the typical B2B scenario, where ‘repetitive rep syndrome’ is rampant.

Understand the complexities of the association the Rep has with the Customer call frequency
and how the Customer views the value of the Reps calls. ( independently survey the Customers )

Consider how many variations the Customer will be exposed to of the ‘offer’ you have and how it will
be compared in the Customers mind ( competitor activity creates Customer mental benchmarks )

Evaluate the degree of importance your particular ‘offer’ has on the Customers overall business
how much impact your ‘offer’ can have, and so how much ‘receptiveness’ is therefore likely

In essence how does what you offer make life easier for the Customer, what does it take of his/her
worry list and how will take-up of it make them look good ( that was a smart move )

Of the offer you have how does it ‘sit’ with your Sales Team? Do they see it as an easy ‘sell’
would their conversation require a specific time frame, un-interrupted, can they ‘command’ the needed attention span ?

What tools will they need and how comfortable will they be using them? ( too far outside their comfort zone )

If at first they don’t succeed, can they re-visit it OR will they be then stretching the trust/association

Should the offer be made as an in-concept combo-style with a Manager & Rep and followed up by the Sales Rep is this a more palatable scenario

How will the initial sell-in be followed up what reassurance will the Customer get and who should deliver that

How will success be measured? By the signs-ups or by the fact that the process was followed take care that the Sales Rep doesn’t achieve the sign-up and get the reward, at the expense of the on-going Customer association

And these are just the top 10 points to check going into detail would be a manuscript.

However, my Neck-Top-Computer with over 30+ years of real-world experiences of what is possible and what is not, can be yours to use, and the first one hour of ‘evaluation consulting’ does not attract a fee. Quickly analysing these aspects and defining degrees of probability is the key. Call me on 0418 318799 and we’ll talk about your Project!

Summary Point:

So many great ‘offers’ don’t even come close to achieving their potential outcome, let alone succeed, due to the above nuances not being taken care of the devil is in the detail !!

An End of Year Business Speech – How to Close the Year Off With Your Staff

2015-12-20T06:45:32Z

The end of the year is a natural time to get staff together to talk about where the company is going and their place in the plan. But what is the right way to do this? If you have an end of year speech coming up for your company or team then here is what you need to know.

The 3 don’t dos, reversed to be the 3 dos

1) Don’t make a speech as such, as much as you’d like to, the better format is to ask your team to make some contributions eg: ” I’m not going to make a speech this year ( sighs of relief maybe) instead I’d like to have you guys have-a-say about our 2015 as a team , so” eg: ” what was the most rewarding thing for you this past year” OR ” of the tasks you worked on throughout the year which did you find gave you the most satisfaction” pre-select up to 3 scenarios/individuals you know of that you believe will share, ( IMPORTANT aspect ) about what a colleague did. Aussies can be coy about what might be perceived to be big-noting themselves, but are comfortable with someone else telling their story. You’ll only need 3 people to have a say you can expand on what they share by reinforcing that the business is about people making-it-happen and getting the ‘buzz’ from doing so. then respond with a Thank You we all need to feel like we have achieved for ourselves which in turn achieves for the good of the business format.

Next..

2) Don’t thank them for making lots of profit, thank them for being the best they can and thereby ensuring the business stays viable and therefore is a strong employer which means a strong provider of Life-style income opportunities. The Team then realise that the need for profit is a given, BUT when they see you as truly believing in the philosophy of ‘ if I help you succeed then I will automatically succeed’ they are more motivated than ever before pride can be the greatest inspirer of all.

Which leads to…

3) Don’t tell them who was best at any aspect of the business and then reward them in such categories there are NO bests, BUT there are ‘noticed behaviours’. You can recognise the consistent behaviours throughout the year which led to the outcomes, BUT not the outcomes alone. And the BEST way to do this is via Customer/Client feedback . As this reinforces that there is ONLY ONE BOSS and that is the Customer, they pay the wages and provide the funding for expansion and security for the team NO ONE else does, just the Customer. So don’t anoint a single employee of the year, find multiple people who have influenced the outcomes. Remember, it is usually the ‘attitude’ which created the exceptional performance, and THAT is what you are recognising. AND look deeply to find the guy who came up with what seemed like a minor solution, but in fact became the catalyst which enabled a cascading of events to achieve the outcome it all started with an “I’m going to nail this” attitude.

This process will help set-up your 2016 to be your Best Year Ever Remember: Businesses don’t succeed, People DO

Give me a call if you’d like to chat about how you might utilise this 3 point format AND/OR download as a Gift my Audio CD,

Making the Shift from Management to Leadership (mp3)

Consider a Motivational Sales Speaker for your next Product Launch

2015-11-29T10:08:35Z

If you have a product launch coming up that you are planning for, then this article will walk you through some of the considerations around choosing a motivational sales speaker to increase the chance that you hit your objectives.

Typical overview:

To give the product so much presence that everyone will go away SOLD when often they go away TOLD but not sold. Lots of Glitz is the norm, as is a very professional release. The missing link is often the connection between the Marketing Strategy and the Sales Execution.

Typical desired outcome:

Have everyone inspired with a clear path and known processes to follow the cruel reality is, this too often does not eventuate.

Typical obstacles:

Having the sell-in or sell-through Strategy and how-tos, as clearly defined as the Product itself. So many variables in the Marketplace need to be dealt with, and so the exact roll-out steps are way too often reduced to “that is the Sales Team’s job” the secret is to make the Release ALL about the Selling Strategy.

Expectations by management that ‘the launch will be the Product/Service savour’ are numerous. The launch is in fact only a ‘launch’.

It should only ever be the ONE component within the complete go-to-market scenario having the Motivational Sales Speaker or Facilitator as a catalyst for the process should be the key requirement. However, this person had better be ‘ideal’ or they will do more harm than good please read on.

Typical plan:

High powered, high ‘volume’ reveal / release lots of glitz which is fine, however often the ‘execution’ aspect is downplayed.

Ideal plan with follow-up for results:

Here lies the key to a successful product launch EVERY aspect must be flavoured towards the buy-in, from both a practical and emotional stand point. And EVERY aspect needs a follow-up strategy. This begins with the managing of the delegates/audience key influencers during any break and immediately after at the release event, and even the next day one-on-one. This is one of the most under-utilised components and yet handled well can be the prime reason take-up of the Product/Service is achieved. So many clever things can be done, but are not considered as the Glitz tends to take over and those in charge of the Glitz are not aware of the huge power of the underlying scenarios.

An example of this process being done well was when I was asked to design and produce a new Tyre release. In essence, the industry has always followed a standard format and most attendees saw them as a glossy presentation, took home limited desire to sell the product, but had a good night because the food was good and they won a prize (this is called, a bribe release) Whereas the program I created engaged the attendees as it equated the information about the Product directly to their Customer base profile and included key how-to-sell aspects.

Then there was a planned follow-through with ‘success story sharing’ and further enhancement to the how-to process + the incentives. A clear winner, as was stated by the leader in the industry “clearly the best tyre release I’ve been involved in, in my 20 years in the business”.

Speaker Criteria and suitability evaluation:

The Speaker, or better still Facilitator/Speaker must have a understanding of the nuances of the Product and the sandpit it plays in. A Generic Presentation is very much out-of-place in this environment. However, if an MC is being used that is fine, but that person must NOT cross the line and suggest or support factors. An example of that line being crossed was when the MC for the strategy launch had to be asked to ‘butt out’ as he tried to calm the waters the message had been misunderstood and his involvement was only worsening the situation. (he needed to have Industry Credibility and awareness to take-on a Facilitation role)

How to evaluate Speaker ‘fit’ for you:

If the Speaker /Facilitator is not savvy to the Product Positioning in the marketplace and/or the Sales Team’s real-world challenges, and can therefore not present road-tested scenario examples, them DO NOT use them. BUT if the Speaker/Facilitator has expertise in similar scenarios and can use them to create buy-in security then this is OK. BUT unless the Speaker/Facilitator is an expert in Sales Strategy Execution, they may still be considered by the Sales Team as too generic and no matter how ‘motivating’ they may appear, little sales motivation will occur.

Unfortunately I have been privy to way too many scenarios where the ‘fit’ was not right, most times because the Motivational Sales Speaker was chosen by a remote agency who went for the ‘safe option’ of a standard known presentation, which is humorous and contains solid generic methods.

BUT this unfortunately works against achieving the desired buy-in, as the generic material tends to muddy-the-waters and the team then struggles to equate how this info will help them, and so they actually become frustrated the absolute reverse to the desired outcome of hiring the Speaker.

The key Do’s and Don’ts:

DO have a Speaker/Facilitator to enhance the Product buy-in and reduce the reliance on the in-house PowerPoints + provide external credibility.

Don’t have an MC who wants to dip into the know-how pool who does not have 100% credibility.

How Colin Bockman can help you with this scenario:

Firstly watch Colin’s video clip on product launches then jump on the phone and take advantage of his generous complimentary offer of a triage phone call on ( tel: 0418 318 799 ) listen, take notes and let him give you some fresh ‘guidance’ ideas.

Colin is a Certified Speaking Professional ( CSP ) and a founding member of the National Speakers Association of Australia ( now: Professional Speakers Australia). He is a Melbourne based Motivational Speaker and Sales Professional who has worked with the who’s who of Australasian brands.

Sales Team Need Fresh Skills? A Guide to Choosing a Motivational Sales Speaker

2015-11-27T10:11:08Z

In this blog post we will look at the considerations involved in choosing a motivational sales speaker when your Sales Team needs fresh skills around Closing Prospecting & Selling More to Current Customers.

Typical overview:

Often there is a lack of Sales and so the Sales Team performance becomes the focus and the concept of a Motivational ‘hit’ is considered as an appropriate approach seldom will this be a complete solution, but it can have an impact if done well.

Typical desired outcome:

Have the Sales Team DO MORE of the right things of course all the components/tools need to be as ‘right’ as possible for them to be able to achieve a better outcome.

Typical obstacles:

Closing is usually an issue of not correctly ‘opening’ the Sale and so way too often the wrong aspect is addressed.

Prospecting needs to be about High Probability Targeted Prospecting and effective use of time to do so not generic prospecting.

Sell More to Current needs to be about earning the right to sell-in via clever sell-through strategies/support not just invoicing more.

The BIG issue, is insightfully identifying of the exact needs from a professional out-siders perspective one who is able to cut through ‘the noise’ and define quickly the depth and value of the companies’ Product/Serviced offering + the Market Parameters + the Management Structure + the real-world stumbling blocks and then accurately evaluate what is needed to be done in what order. Then and only then can the use of a Motivational Sales Speaker be appropriately evaluated for purpose and outcome

Typical plan:

Place all the responsibility on the Sales Team and presume that all the other components are NOT a significant influence most often this ‘thinking’ is incorrect, and so the Speaker has limited opportunity to affect the Sales Teams performance. An example of this was when I experienced a Sales Trainer, who had been commissioned to work with the group, deliver a Sales Training format at a Conference which had the Team almost rebelling on-the-spot as he was telling them how to do things that required ‘tools’ and strategies they did not have available to them. This scenario needs to be avoided at all cost, as the demotivating affect is substantial

Ideal plan with follow-up for results:

Use the Speaker to be a catalyst to the existing Plans and or Fresh Approaches, and or use of existing or new ‘tools’ by adding value and reassurance and how-tos. End the Session with acknowledged buy-in and individual and personalised actions which are recorded to enable Management to assist the Sales Team to activate their plan ( not to be confused with ‘policing’ their plan ). Possibly the best example of doing this right, was when I was privileged to have the opportunity to Facilitate a Conference of 900 people over 3 days, and I designed and executed a clever format to have ALL attendees write down their action in a manner which enabled Management (with my guidance) to one-on-one follow-up to assist each person to achieve their objective a massive success.

Motivational Sales Speaker Criteria and suitability evaluation:

As is always the case, a Motivational Sales Speaker must be relevant to the Product/Service and Market, otherwise credibility will be low as will also Sales Team receptiveness. Look for suitable testimonials which indicate more than the fluffy ” he/she was well accepted etc etc ” look for people’s comments who have conveyed that they felt they acquired in-sights and take-home usable strategies and or how-tos. This is critical, as to not abide by this criteria will often see the group actually de-motivated. An example was when I witnessed a Sales Speaker deliver a segment which used many retail examples, but it was to a B2B audience they literally glazed over!

How to evaluate Speaker ‘fit’ for you:

The key to the ‘fit’ question is usually best evaluated by perception when asking this question of yourself ” when the Sales Team hear this person, will they feel they are being given an opportunity to make life easier for themselves” if the answer is yes, then you’ll be safe. You MUST talk with a prospective Speaker before hiring (it is not always possible to meet prior and it is not always necessary to Video Link the enthusiasm The Speaker shows to genuinely deliver a relevant correcting-formula for your situation, will either be obvious and give you confidence or not that is the best indicator) The biggest pitfall here is when a person within the company says “I saw this guy, he was good, we should use him” on the surface this is a safe referral, while in fact it is most often a disaster. As the person making the recommendation is doing so from their personal view point, not as an expert in selecting a relevant expert to shift the thinking and skills of this Sales Team within the existing challenge.

The key Do’s and Don’ts:

DO ensure the Speaker wants to help your Sales Team to succeed it is not about the Company, it is about your people.

Don’t allow a non-industry-expert to present as an ‘expert’ this person must only present in a generic manner
(nothing wrecks a Sales Motivational Speaker’s credibility more than if he/she tries to use scenarios which are not 100% accurate).

How Colin Bockman can help you with this scenario:

Take advantage of Colin’s complimentary triage phone call on (tel: 0418318799 ) he will ask questions and give on-the-spot advice or suggestions, and or, click on his B2B Selling web page – there is a 3.5 min video + a clear explanation + and Audio Interview all extremely relevant to today’s sales environment.

Colin is a Certified Speaking Professional ( CSP ) and a founding member of the National Speakers Association of Australia (now: Professional Speakers Australia). He is a Melbourne based Motivational Speaker and Sales Professional who has worked with the who’s who of Australasian brands.

How to Choose a Motivational Sales Speaker for your next Conference

2015-11-27T10:10:28Z

Typical overview:

Get the Sales Team together and ‘present’ what we want them to do + give them the up-to-date product info
which unfortunately often becomes a greatly underutilised format.

Typical desired outcome:
Have the Team go away all filled-up with Strategy and Product info and ready to hit the road running however, unless they have been able to equate the additional ‘application’ processes sometimes the potential take-home can be reduced.

Typical obstacles:

How to reduce the ‘Death by PowerPoint’ while still conveying the messages PowerPoint has evolved as the greatest strength to conveying information yet at the same time can be the greatest detriment to achieving buy-in. When the invited Speaker uses the same format as the internal presenters, he/she tends to meld into the program more than standing out. Check the amount of slides this person intends to use less is better, none is brilliant, as then they will be using their personal animation and storytelling skills and they will be a stand-out from the ‘norm’.

Typical plan:

Use the standard 1.5 hour Presentation Blocks and have a Motivational Speaker to ‘wake em up’ after Lunch on Day 2 and add some glitz and entertainment so they go away saying ” that was fun” which is good, but ultimately Sales Increases are needed, so getting the balance is the key.

Ideal plan with follow-up for results:

Taking a fresh approach to the complete process by sequencing the Presentations with ‘linked purpose’ is the key, then to define each segment’s own take-away aspect, which when combined at the end creates a PLAN to follow, AND enables activity checking follow-ups.

For example, if you are a Sales Manager wanting to instil into your Team the need to sell-in more and to take responsibility to achieve the outcome, do not allow the Marketing Presentation to be at the end of the Conference, as this will have them sighing with relief ” it is going to be OK, these Marketing Initiatives will make it all happen I don’t have to change”. The ideal scenario is to have Marketing Presentations at the beginning, and then use every opportunity to ‘link’ to how these initiatives can be ‘exploited’ by the B2B Sales Team.

Way too many times I have seen the flash TV campaign at the end and noticed the Sales Team’s immediate ‘relief’. So your potential Motivational Sales Speaker needs to totally understand your strategies. Then he/she can create a Session which under-the-radar enhances the how-tos and or buy-in if not, take care as you may well only get a ‘warm fuzzy’ and little shift in relevant behaviour.

Speaker Criteria and suitability evaluation:

The question is really, do you use a Keynote Speaker or a skilled Facilitator/MC/Anchor who can Independently tie all the aspects together with clever segment set-ups and ‘closes’ which obtain buy-in, while providing the Motivation on a drip by drip basis so that it is then internalised.
OR an Industry Expert who can use parallels which the Team can relate to standalone Motivational Speakers are no longer an appropriate format for Sales Teams, however Inspirational Speakers have their place in a Conference structure. ( Don’t confuse the term of Inspirational with Motivational, even though many Motivational Speakers provide purposeful inspiration )

An example where I had to provide a ‘save’ was when a Mountain Climber shared his motivational story as the opener for a Conference, the problem was the generic motivation had no relevance to the challenges the group were facing. However, as the MC/Anchor/Facilitator, I was able to quickly create analogies which enabled the message to have relevance as stand alone, the Presented message would have achieved chit-chat during the coffee break and that would have been ‘it’.

How to evaluate Speaker ‘fit’ for you:

Imagine the person Presenting to your Team and what factors they would be ‘reading’ to gain respect for the Speakers message too many times this critical aspect is not even taken into consideration and yet it is the key element if it feels right, go with it!

Remember the Motivational Sales Speaker or Facilitator needs to be the catalyst for your message, where as an Inspirational Speaker can be generic to people, and so stimulate their personal motivation only. If you want to gift to your people some personal inspiration at the Conference Dinner then this is the ideal time to use such a person, but not as the opener or during a ‘content driven’ Sales Conference.

The key Do’s and Don’ts:

DO ensure that the Facilitator/Speaker is able to take your brief OR accept that ‘what they do is what they do’ and it is OK for your Team.

Don’t expect all Speakers to be able to take a brief unless their Testimonials clearly suggest they can.

How Colin Bockman can help you with this scenario:

Take advantage of Colin’s complimentary triage phone call on (tel: 0418318799 ) and ask him questions, and ‘note’ the insightful answers from 30+ years of experiences and or download the Conference White Paper on this website.