Sales are essential in all industries and businesses. Whether you provide products or services, you need to be able to sell and be profitable in order to at least sustain your current position and ideally grow over time. On this journey, it is essential to know that everyone has some of the sales responsibilities while the majority (when it comes to business development in particular) sits with your top leader, your CEO.
One of several skills that will be useful in all aspects of your life is knowing how to negotiate.
Repeat after me, I don’t know everything. Now exhale, doesn’t that feel good? Being self-aware and understanding that there’s always more to learn and experience is massive for your continued grown, education and advancement. The moment you think, act or say that you know it all, your progress is done.
Expectations, standards and what you believe in will go a long way towards determining your final outcome, your performance and contributions.
Delegation is a matter of trust which is why it is essential to hire those you can trust. While true trust is developed over time, leaders should begin trusting people by empowering them to contribute to the overall success of their business.
While some folks might not be as good as you (in your mind at least) if you have to do everything by yourself and you don’t trust the quality of your staff, the question that presents itself is: why are they there then?
We have all done it at some point in life, we have judged someone else.
In every instance, that was a wrong decision to make as none of us is perfect and none of us should have the audacity to look down on another human being. Furthermore, in most cases, we don’t have all the information and don’t know why others make their choices and decisions (it’s not always incompetence). Instead, we should all do our best to be respectful, mindful and kind to other people as everyone is fighting a battle we know nothing about.
Growth is good “problem” to have. As you grow and expand your business, you will need to hire more people and this is where so many fail. Hire those who complement your skills and abilities, but who are different from you. Hire those whose strengths are your weaknesses and are of great importance to every business such as sales, marketing, technology, finance…and so on.
Furthermore, when you come across a top level player, be proactive and recruit them to join your company, don’t wait for them to apply to a job positing listed on your HR page. In this process, focus on their personality and character first, followed by skills, long-term viability and the ability to grow and contribute beyond the position they were initially hired to fulfill.
Lack of progress (both personal and professional) over a long period of time is indicative that it might be time for you to begin exploring other options. It is important to understand that at some point in time, it is no longer valuable to you to keep hoping that things will change, especially things over which you may not have any influence over.
On the other hand, what you can influence and control is your own life, your career and your future. Having said that, audit your organizational performance, placement within the industry, market or segment as well as your own place within the organization, then act accordingly.
Business equity should be valued and not given away easily and at first opportunity.
All people can and at times will become unhappy. Unfortunately, this unhappiness can frequently manifest itself across work and be left for you to deal with. Here’s what to do.
- Listen to what happened and what matters to them
- Manage the situation, contain, analyse and own any mistakes made by you or your teams
- Follow up with the client in question
Speed matters in this process so make sure to get ahead of it the moment you are made aware of the situation. Be honest, sincere and communicate clearly with all involved parties.