Your Team Selling Checklist [VIDEO]
Tag-alongs aren’t team selling. Use this checklist to assign roles, split first vs. second call objectives, and run the pre-call prep that produces 85–90% close rates on top-100 prospects.
A new attitude invariably creates a new result. That is why it is essential to identify those employees within your organization that have an attitude problem and correct it quickly.
Not only do they impact their own performance, but they suck the energy from everyone around them, too. Don’t doubt the power of one negative person’s toll on your entire team.
In order to prevent this grapevine effect, you must be proactive by addressing the issue—and you can do so in a non-threatening way.
Your conversation should ooze with respect but leave NO room for them to interpret that one more minute of their antics will be accepted.
Here’s a potential dialogue:
Then ask them to give you an answer within 24 hours about whether they want to be in fully– or if they want to pursue their passion elsewhere. Set a time for your next meeting. They must give you a commitment for a breakthrough before the 24 hours are up.
The under-performer will feel relieved at the end of your conversation. They can leave and save face. Your remaining team will also feel relieved. They no longer have to work alongside a co-worker that sucks their energy right out from under them.
The standards can once again be raised, and the people left will now rise to the challenge without hesitation.
Tag-alongs aren’t team selling. Use this checklist to assign roles, split first vs. second call objectives, and run the pre-call prep that produces 85–90% close rates on top-100 prospects.
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