Sagacity Voyage

During the discussion with the Customer, never demean the competition's products or services, that's the most turning-off point for any sales call. If the customer shares any bad experience he/she had with the competition, listen to it, and don't start venting about it together 😉 Focus on your product and services, finding faults in the competition's product or services to place your product better might not take you far. PS- You never know if you are meeting the same customer and selling the competition's product ;)

While interacting with customers, If you are talking more about the product than its benefits, there are chances you might lose the game. Customers are not interested in knowing the features of the product but how these features will add value or benefit them. Eg- This pen has a wider nib Replace with- Wider Nib will result in a smooth writing experience and give neat handwriting. This washing machine has x technology Replace with- The x technology will save water and lead to clean clothing in the same cycle.

 I don't know what is odd- Jerry cap incident

 Yellow light got redundant

A product training can be conducted after reading a product brochure. A process training can be conducted after understanding the process. And sales training can only be conducted with experience of doing an ample number of sales calls. Sales calls make you an effective product, process and sales trainer. Real learning comes from the ground.  #SalesTrainingSeries-1

The element that has always led me to deliver impactful training sessions is Conviction. Be it a product or a process training, a sales training or you are facilitating a behavioural session, if you are convinced, have buy-in for what you are explaining,  the training will add value and leave an impact on your trainees.  

 A few years back, when I was in the exit process of my previous organisation, my senior HR made a customary call and asked generic questions, if there is any feedback or concern I want to share, is anything that needs to be improved, or if there is any other opportunity within the organisation, I would like to switch to etc.  I spoke to the person very openly and with transparency. I was really happy and proud to be a part of the organisation,  but something was not going right or else I felt so, I shared my specific concerns and feedback. One most important piece of feedback, I gave to the person was, I wish you would have made such calls earlier, during my 3+years in the organisation.  Being a top performer, having the highest appraisal ratings, a favourite team member does not ensure all is good, the changing cultures can be a concern too. HR should not wait for an exit interview to ask for concerns or role switching, etc. Such calls should happen at least every ...