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Digg it UP - Marketing Vs. Sales
Signage 'Double Take' Strategies Considered
Does the signage in your company make people do a double take? Do they look back to see what it says? Does it spark curiosity in the viewer? What I am asking is; does your company have a signage double-take strategy to capture the mind and attention of your future customers? Well if your answer is know then
cess. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.Does the signage in your company make people do a double take? Do they look back to see what it says? Does it spark curiosity in the viewer? What I am asking is; does your company have a signage double-take strategy to capture the mind and attention of your future customers? Well if your answer is know then
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand th
Outselling the Competition Before They Have Even Shown Up
Have you ever found yourself wondering how you shot the last sales opportunity even after everything seemed like a close was eminent? Many times the answer lies within us if we’re willing to dig deep enough. Let’s take a look at five possibilities for why things may have gone awry.Did you uncove
Marketing and sales co-exist and work in tandem beautifully if they are allowed to remain as separate entities coming together to achieve results:Have you ever found yourself wondering how you shot the last sales opportunity even after everything seemed like a close was eminent? Many times the answer lies within us if we’re willing to dig deep enough. Let’s take a look at five possibilities for why things may have gone awry.Did you uncove
The misunderstanding that marketing and sales are the same causes a downward spiral of events. Sales staff and managers become frustrated, productivity drops, turnover is high, and company image suffers. This “cycle of misunderstanding” perpetuates itself over and over again resulting in lost revenue.
1) Understand that there is a difference between marketing and sales.
What’s The Difference?
Marketing is associated with advertising, event planning, community involvement, getting your company name “out there”, creating credibility, normally a “people pleaser” personality, with the primary focus on lead generation.
Sales is associated with knowledge and understanding of the value of a lead, understanding the “selling cycle”, a well documented sales process (and knowing how to use it), great qualifying questions, developing an atmosphere of trust with customers, listening more than talking, asking for the sale or the next step, great follow-up skills.
The actual skill sets (not personalities) for each of these areas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation.
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the
Be a Change Agent ( Part 1)
Aligning business organizations to be successful in the present and keep on doing this in the future means to develop a new style of Leadership. To celebrate success in our days a leader most is able to craft a strategic vision, define objectives, design, implement and monitor the execution of a strategy a
is high, and company image suffers. This “cycle of misunderstanding” perpetuates itself over and over again resulting in lost revenue.Aligning business organizations to be successful in the present and keep on doing this in the future means to develop a new style of Leadership. To celebrate success in our days a leader most is able to craft a strategic vision, define objectives, design, implement and monitor the execution of a strategy a
1) Understand that there is a difference between marketing and sales.
What’s The Difference?
Marketing is associated with advertising, event planning, community involvement, getting your company name “out there”, creating credibility, normally a “people pleaser” personality, with the primary focus on lead generation.
Sales is associated with knowledge and understanding of the value of a lead, understanding the “selling cycle”, a well documented sales process (and knowing how to use it), great qualifying questions, developing an atmosphere of trust with customers, listening more than talking, asking for the sale or the next step, great follow-up skills.
The actual skill sets (not personalities) for each of these areas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation.
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand th
Five Tips To Increase Your Sales
1. You could end your ad copy with a discounted price. Just list your regular price and then offer a discounted price off the order ‘right now’. You could also offer a rebate that takes effect instantly. For example, you could say, "Instead of paying $99, you could order now and get an instant rebate of $20
ility, normally a “people pleaser” personality, with the primary focus on lead generation.1. You could end your ad copy with a discounted price. Just list your regular price and then offer a discounted price off the order ‘right now’. You could also offer a rebate that takes effect instantly. For example, you could say, "Instead of paying $99, you could order now and get an instant rebate of $20
Sales is associated with knowledge and understanding of the value of a lead, understanding the “selling cycle”, a well documented sales process (and knowing how to use it), great qualifying questions, developing an atmosphere of trust with customers, listening more than talking, asking for the sale or the next step, great follow-up skills.
The actual skill sets (not personalities) for each of these areas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation.
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand th
Personal Touch: Signing Your Work
I encourage customers to buy books directly from me by noting on my Web site that the books are personally signed by the author. Another author said that, although she didn't mean to offend, she didn't know why anyone would want my signature. After all, I'm not famous.Well, I didn't take offense at h
ersonalities) for each of these areas of expertise is different. Most companies evaluate potential sales staff on personalities NOT skills. A critical component in the hiring process should include a skill based evaluation. I encourage customers to buy books directly from me by noting on my Web site that the books are personally signed by the author. Another author said that, although she didn't mean to offend, she didn't know why anyone would want my signature. After all, I'm not famous.Well, I didn't take offense at h
2) When recruiting, define well in advance what position you are hiring for – sales or marketing? Most companies’ need both as a team working together.
3) Eliminate untrained or unskilled staff from being involved in the recruitment process. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand th
More Bang For Your Press Release Buck
Free press release distribution sites like prweb.com offer you an opportunity for additional exposure beyond your media list. Not that submitting your release on these sites necessarily gains you more coverage, though that’s a distinct possibility. What these sites really do is act as a rather large pay per
cess. The misconception about sales and marketing being one and the same runs rampant in all industries in all staff involved in the hiring process.Free press release distribution sites like prweb.com offer you an opportunity for additional exposure beyond your media list. Not that submitting your release on these sites necessarily gains you more coverage, though that’s a distinct possibility. What these sites really do is act as a rather large pay per
Solutions:
1) Develop a company profile to differentiate skill sets.
2) Create a list of key questions designed to delineate the difference in skill sets of the sales person vs. the marketing person.
3) Provide appropriate training to anyone involved in the hiring process to help them understand the differences to assure you are hiring the right person for the right position.
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