<<< CONTINUED FROM COVER
descriptions are called “pain scenarios” and should invite the listener to step into the shoes of the client you describe. The format for this section can be as simple as “We solve [problem x] for [emotional trigger] [client type], which causes [symptom of problem], by [solution],” repeated several times with slight variations.
3) FINISH WITH A HOOK.
To guarantee a response to your pitch, it’s smart to finish off with a question, or hook. This will keep your listener engaged, and using soft words like “could,” “suppose,” and “maybe” can reinvite them into your pain scenarios. Some examples are “I don’t suppose any of those have ever been issues for you?” “Have you ever encountered any of these issues at your work?” “These probably are situations you haven’t experienced, have you?” and “Are any of these areas particularly painful for you to deal with?”
their area isn’t management, and they’re looking for strategies to bolster their effectiveness and help build a team that will meet their growth vision and company goals. I don’t suppose any of these three issues are worth us having a conversation?” Can you see how all three steps of our process are represented in my pitch? How does yours compare? As you’re tweaking your commercial, remember, the more comfortable you are talking about your role, the more likely the listener is to believe you’re an expert in your field. A confident response to what do you do validates how well you do it.
Here’s my basic pitch, which I tweak a bit depending on whom I’m talking to:
“I’m Jim with Sandler Training, and I help successful business owners who are frustrated by their sales force’s prospecting, which often seems more reactive than proactive. I also help people worried that their sales team wastes a majority of their time on unpaid consulting, which drives down the overall industry value and commoditizes their offerings. Sometimes, my clients are just experts in their field realizing If you’re struggling to create your 30-second commercial or have questions about the process, I’d love to have a conversation. Reach out to me today at jim.stephens@sandler.com. –Jim Stephens IS YOUR TURNOVER RATE OUT OF CONTROL? OUR TEAM CAN HELP!
In November of 2019, the Bureau of Labor Statistics reported that the U.S. unemployment rate was just 3.5% — a 50-year low. Though this was great news for those looking for jobs, it
for your company, and 2) putting time and effort into retaining those people once you have them.
created a frustrating situation for some employers, who were faced with two issues at once: hiring and retention. In short, companies across the country now have a turnover problem. When the unemployment rate is low, it makes it difficult to find good help, and sometimes even more difficult to keep the employees you have from jumping ship for more competitive salaries. All too often, employers become so focused on finding new hires that they forget to prioritize retention and end up losing great workers because of it. When that happens, it’s necessary to hire even more people to fill those gaps. It’s a vicious cycle, and you can only solve it by 1) hiring people who are great fits
Luckily, establishing an onboarding and offboarding process can help solve your turnover problem. In
fact, streamlining those processes is essential for any established business to thrive, regardless of the economic conditions. With both systems in place, you’ll set everyone who joins our organization up for a successful venture. If you currently have issues with hiring, letting go, or retaining employees, Sandler Training can help. Our website, Sandler. com, is full of helpful tips and resources, including articles, podcasts, and more for employers like you. Visit today to dive into topics like, “Compensation Plans That Keep Top Sales Talent” and “How to Succeed at Onboarding New Salespeople.”
2 | WWW.CROSSROADS.SANDLER.COM
Published by The Newsletter Pro • www.TheNewsletterPro.com
Made with FlippingBook - professional solution for displaying marketing and sales documents online