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Sometimes calling high (meeting with CIOs), works out and you get the deal. Other times they make you feel stupid and treat you like dirt.  When this happens, remember:

  • You are a profit center (if you are in sales), they are a cost center – overhead
  • You get paid on commission, generally commensurate with the work you put in
  • They are reliant on circumstances largely out of their reach, to make their bonus
  • If they display this type of inhumanity toward you as a sales rep, they probably have a handful of friends that only stay around for the perks.

Present your best face, constantly be a source of enthusiasm, and demonstrate genuine gratefulness for the position you hold, your mission to help others make wise buying decisions, and the opportunity for character development.

© David Stelzl, 2010

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Resellers, VARs, Solution Providers, and Channel Managers – this is an important lesson on the profitability of services.  While your (or your partner’s) services may be very profitable, they may not be as profitable as they seem.  As the market has commoditized, I’m seeing far more short product/install contracts…less consultative, long term engagements.  This is particularly  true in the mid and smaller markets. What is the result.

Listen and see how calculations on profit, gross profit, and net profit are sometimes confusing.  To the sales rep, all GP is good – you get paid, right?  To the person with P&L responsibility, the numbers don’t always add up…I frequently run into people who initially think they have strong services margin.  When I show them how to calculate it, we find profits to be much lower apart from the product sales.

© David Stelzl, 2010

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Jim Collins tells us in his book, “Good to Great”, that successful business planners start by assembling a top-notch team, and then figure out what they will actually do for business.  The people matter, and the best offerings will fail without great people.  This Friday at 11:30 I will be addressing this critical issue – after overseeing hundreds of interviews I have put together what I think will be invaluable insights on how to build your hiring process, read between the lines on resumes, and ask questions that will reveal weaknesses you need to know about before making an offer.  Here are some points I plan to cover in detail:

  1. Why it is so hard to find great people
  2. Where to look
  3. How to discern between great people and liars
  4. How to measure character and evaluate skills, especially with sales people
  5. How to build a hiring team that will reduce the chances of making a mistake
  6. How to figure out quickly if this person will work
  7. What to do if things are heading for disaster

Whether you attend or not, you need to know; 70% of people surveyed in one study I read agreed that they would lie on their resume and in their interview to get a job.  The cost of interviewing and bringing someone on is high…making a mistake can devastate existing client relationships, cost the company as ramp-up money is paid from the bottom line, and infect your team with cancerous people.  And it’s getting worse….you’d think there are more great people to hire given the economy.  Not true.  There are more people who have been cut for lack of performance as financial pressures mount.  This has put more people on the street, and made it more difficult to find the great people you need to hire. Don’t miss this!

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