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Gain the Sales Management Skills to Increase Your Sales & Profits

20/03/2018 13:22:50

Mike Le Put has trained over 20,000+ Sales people and inspired Sales Professionals across the UK, USA Europe and the Far East. Working with many of the UK's largest companies and his programmes have been distributed worldwide by the BBC.

Delegate numbers are strictly limited on the Sales Managers’ Master Class and that means you are guaranteed to get the personal tuition you need and deserve. This detailed, intensive one-to-one tuition will make you a highly motivated and profitable leader of your Sales Team.

Interested in learning how you can:

• Become an Outstanding Sales Manager
• Understand the Motivation Formula
• Develop an Exceptional Sales Team
• Inspire them to Higher Achievement and move from Manager to Inspirational Leader.
 
Then this one-day Sales Mangers Training Course is designed to take you, step by step, through the role of sales management, to help you:
 
• Recruit Train and Motivate a team of high achieving Sales Professionals
• Identify Key Result Areas
• Increase Motivation
• Increase Knowledge
• Increase Sales
• Increase Profits

You will leave with a personal action plan designed to motivate the sales team to higher level of achievement.

 
If you want to be up-to-date with the latest in Sales Management Philosophy then join us for this powerful sales management training programme, covering these key areas:
 
  • The Role of Sales Management
  • Maximise Company Resources
  • Setting Sales Targets
  • Analysing Team Strengths
  • Recruiting Winners
  • The Motivation Formula
  • Sales Incentives
  • Forecasting
  • Success Action Plan

Testimonials


"Fantastic. Been to numerous training courses and can honestly say Mike was the best in terms of knowledge and presentation style. Will look to book more courses and will recommend doing the same for my team." Paul Moody, Merit Ltd
"Excellent Course I would recommend MLP Training to any organisation or individual looking to improve their teams or themselves" Rob Long SNF UK Ltd
"Will recommend to my colleagues" David Graham ASCO 
"Outstanding Content & Delivery." Scott Dyson. Autoclaves Group.

Sales Managers, do you understand your role in the appraisal process?

14/03/2018 15:15:05

Helping people develop their day-to-day performance is the role of every great Manager.
 
Giving positive feedback and guidance is a Key Skill in the development of your people.
 
The appraisal process is the key to continuous improvement, company growth and staff retention.

What is an appraisal?

If you have to give appraisals to your team members then you need to understand why you give them, normally there are 3 areas
Measure the individual’s performance, develop their potential and reward them with a rise in salary related to other team members.
The purpose of appraisal is to introduce a set a time to communicate with your staff so that you can achieve better work performance from your employees. 
Many companies do not invest enough time in explaining the reason, process and importance of appraisals, explaining and making sure that they are explained is critical for both Management and employees to benefit.

Make sure that you have a robust appraisal process will ensure a consistent approach across your company.
 
Employees benefits

 • Fair and consistent approach to their development
 • Regular review of their performance and related rewards
 • Increased motivation and Satisfaction in the workplace
 
Companies benefits

 • Being able to chart plan and structure their organisation
 • Cost effective way to increase retention of happier staff that feel valued
 • Motivate employees
 • Build and create a better working atmosphere
 
What is your purpose as a Sales Manager?
 
You will need to communicate the process of appraisals and make sure your team understand why they take place, focus on the benefits of them and how the appraisal process helps you to help them in a consistent and well constructed way that is fair across the organisation. The role of management in the annual appraisal is crucial, as what you decide affects the year ahead. Handled well and with joint responsibility, quality appraisals can really develop your staff and aid your people management tasks throughout the year. Prior to the interview, you the appraiser, who must prepare the correct and relevant documentation. You will need to issue relevant paperwork to your team members explain that they should reflect on their performance and answer the form and confirm when the appraisal will be what time and what they need to bring to the meeting.

Make sure that you discuss their performance and improvement this can be often forgotten.
 
You need to take time out to prepare for each meeting it is good to collate information which could include:
 

 • Their current job description
 • Past appraisal form
 • Any relevant information highlighting the employee's performance
 • Assessments
 • Training and Development records
 • Clients and customers complaints or testimonials
 • Self-assessment forms issued to the employee prior to the interview
 • You should also review the Employment file and make relevant notes
 • Know if a reward of any kind is relevant

Appraisals should include the following:

 • Job objectives that are SMART and are linked to company’s goals.
 • Clearly highlight the expectations of an employee’s performance
 • The employee’s performance is reviewed against the objectives which were set and they are given relevant feedback, agreed support if required.
 • Discuss options for development activities to make better use of his skills or to enhance them to improve performance.
 • Positive reinforcement for successful performance should be given.
 • Give employees the opportunity to discuss their job role and career prospects
 
Do not be afraid to ask for appraisal training getting it right is really important!

Be Assertive in Every Situation and get more of what you want out of life.

07/03/2018 12:22:20

Being assertive

Are you able to express yourself effectively, stand up for your point of view, while also respecting the rights and beliefs of others?

If you do not know or are not sure then this may be the right time to take action.
 
Start by Identifying your behaviour type:

The chart below gives you some examples of differences between Passive, Aggressive and Assertive behaviour
 
 
Has this helped you to identify your behaviour type? Still not sure then join us click here
Benefits of assertiveness

•  Speaking in an assertive tone sounds confident. It makes us project confidence in who we are and present our views without fear
•  Assertiveness is a key to better and quicker decision making and faster and more productive actions.
•  Being able to express yourself without fear of others, more ideas can be generated which leads to more creativity and productivity.
•  An assertive workforce whose members can debate, argue and challenge any system, process or concept makes for a more in tune company
•  Being assertive can help boost your self-esteem and earn others' respect
Anyone who wants to benefit from being Assertive in their interactions with others in the workplace then get in touch for more information.

Management Leadership Skills

01/03/2018 12:16:25

 
A great leader attracts great people and knows how to develop their skills and potential to strengthen the business team. 
 
Effective skills of leadership need to be learned in the same way as any other core competency of successful business practice.
 
Leadership skills are vital if you have influence over business success, strategic direction and culture within your organisation.
 
So, what kind of leader are you? 
 
Do you recognise the differences between Leadership and Management?
 
Knowing and developing your style of leadership will strengthen your role within your organisation. MLP have been helping Managers and Leaders for over 25 years to answer these questions.
 
If you want a chance to explore what you and the people you lead are truly capable of and help you develop practical strategies to build upon your leadership character.
 
Learn how you can best respond to your organisation’s purpose and goals.
 
Become the leader you are destined to be and discover your true leadership potential.
 
Find out more here
 

5 Steps to Develop an Exceptional Sales Team

19/02/2018 13:15:51

Where to start…. Let’s take you though some crucial stages in developing your exceptional Sales Team

So, if you are reading this you may well be a Sales Manager so the best place to start is with yourself, measure yourself against our list of key competencies and identify if you need some development, only when you are totally confident in your abilities can you lead the way to manage an exceptional team and hit those targets for the long term.
 

Development for All Key areas for Sales Manager Development:

  • Knowledge and Experience - excellent sales and negotiation skills
  • Leadership Skills - the ability to motivate and lead a team, hire the right people
  • Excellent communication and 'people skills'
  • Business Skills – good it, planning, analysing, reporting, budgeting, change management and other organisational skills.
  • Coaching and Mentoring Skills – develop your team members for continual development
     

Some questions to ask yourself… 

 
Do you and your team have clear and specific goals?
Are you Motivated to Smash target?
Do you naturally motivate other members in your team and encourage them?
Are you a Great Coach and Mentor?
Do you interact well with other departments?
Do you enjoy analysing, forecasting and planning?
Are you able to share your knowledge with others?
Do catch your people doing something right?
Do you catch you celebrate success?
Are you able to share your knowledge with others?

If you have answered YES to the majority of these questions then you may be on the road to becoming an exceptional Sales Manager.
 
What next:
 
  1. Identify your strengths and weaknesses and implement a continual development plan that will help you progress with the skills that you need.
  2. Always review your skills and re adjust your development plan. (this can be a simply list of all the skills you need and score them (1 – 10)
Once you have evaluated and developed yourself and you are confident with your skills and ability then you will need to evaluate your sales team members performance, the performance of the group as a whole and maybe sub groups so that the team work as one.
 

Sales Team Development


Sales people need a wide range of skills to be effective and successful in their role.
Identifying their strengths enables you as the Manager to develop them in areas of weakness. Proactively doing this will build confidence, enable them individually and your team to achieve greater results.

From our years of experience working in the Sales Industry here are our top 15 key skills for top sales people to focus on.
 
1.Prospecting
2.Appointment Making
3.Rapport Building
4.Questioning
5.Listening
6.Confirming the Need
7.Understanding Product/Service Benefits
8.Building a Desire
9.Presenting the Solution
10.Objection Handling
11.Packaging the Price
12.Defending Price
13.Negotiating
14.Closing Closing Closing
15.Follow up

Identify their strengths and weaknesses and implement a continual development plan that will help them and you track their progress and develop the skills your team needs.
Always set aside time to review individual’s skills and re adjust their development plan. (this can be a simply list of all the skills you need and score them (1 – 10)


Hire the right people


Exceptional hiring skills are among the most desirable of all leadership skills in today’s workplace.

The ability to select, motivate and retain the very best sales people is a hallmark of both top sales managers and high performing companies.

It's perfectly understandable that companies want to hire new employees with potential.

However, this strategy can often lead to low levels of motivation, low output and high staff turnover.

The advice is not to recruit potential unless you are willing to develop it. If you have the skills and time to train coach and mentor new sales people then you have the potential to develop them.

If you don’t have the above but you do have the budget to send new recruits for sales training then you have the means to develop them.
If you have neither then don’t recruit potential
What you are looking for is someone to do for you what they have already done for someone else.
What you are looking for are transferable skills.
You need sales people with a proven track record
If this is a replacement position, start with an exit interview to find out why the previous job holder is leaving. Next you must do a job description - only in terms of a title but also output.
 
Title: New Business Sales
 
Output = Make X number of called calls. Do X number of quotations. Open X number of new accounts.

Title: Key Accounts Manager

Output = Grow existing accounts by X%, Open 3 new key accounts of X size in X months.

Write down exactly what you want this person to achieve.
Now write a person specification.
List the core competences that are required to do the job.

You must now compile competence behavioural-based questions for the interview.
 
This type of questioning can be five times more effective at getting the right people into your business.
Interviewing can be an exhausting business. Many interviewers talk too much - the skill is to question, listen, and clarify.
Don’t make promises you can’t keep and don’t hire potential unless you are willing to develop it.
 

Understand Motivators


If you want to motivate your sales people, then it’s simple. Catch your people doing something right and praise the procedures you want repeated. Recognition is a massive motivator. It costs nothing to say thank you but the rewards from recognition are priceless.
I can remember doing a motivational survey for one of our customers to see if we could find the biggest motivators and the best manager. We got about 48 delegates in a room seated at round tables with 6 people per table.
Each delegate had to complete a number of sentences such as:

- 'The biggest Motivator is...'
- 'The biggest de-motivator is...'
- 'If you want to motivate us you should...'
- 'If I was in charge of motivation I would...'

We had about 20 questions altogether and at the end of the exercise each team had to compare notes and reach agreement prior to giving feedback to the entire group. While the delegates worked on their task the mangers listed what they believed to be the biggest motivating factors.

The managers list looked something like this:

Money

Car

Office

Bupa

These factors are important to attract salespeople to the business but they soon become an entitlement. “I’m entitled to a BMW, it’s part of the package.”

So, what was the biggest Motivator and who was the best Manager?

The biggest Motivator was recognition and the best Manager 'Mark Johnson'. Why was he the best manager? He's interested in me. He's the only one that takes the time to talk to me and more importantly listens to me when he does not want anything.
When you see, the other managers coming you think here comes extra work or I must be in trouble. Mark always has something good to say about my work. He always finds time to thank me for the small things that make a big difference.
How do you measure motivation?

You can measure the level of motivation by what your people do after they do what you paid them to do.

They go the extra mile for managers who say 'thank you'.

So, Catch your people doing something right and praise the procedures you want repeated.

 

Be able to Coach


Coaching & Mentoring are development techniques designed to enhance the skills, knowledge and work performance of every member of your business team. They are techniques that apply to employees in all departments and at all levels.

Your people are your greatest assets and by supporting them through an established process of coaching and mentoring you will instil confidence and create a positivity that will lead to even greater business success.

Joining a good coaching and mentoring programme will teach you the skills required for both coaching and mentoring and shows the relationship between the two skills - how they complement each other, as well as the distinction between where and when you should coach or mentor.

Where coaching generally focuses on a particular task, some individuals need to learn mentoring which focuses on the whole person. Mentoring is about the guidance and support you can give to an individual that gives their career direction and purpose.

Coaching is a master skill of great Managers, Supervisors and Team Leaders. Having invested in recruiting the best people, the best Managers invest in coaching to develop, motivate and retain great people.

Become a Coach and Mentor learn from expert trainers and become the powerful coach and mentor that will strengthen your team and propel your business to greater success.

 
Develop your coaching and mentoring skills to:
 
- Be a powerful coach and Mentor
- Find the good and great in every member of your team
- Help them set development goals
- Help them gain high self-esteem and confidence
- Help them to help you grow the business
- Give them support and encouragement
- Praise the procedures you want repeated and then teach them to become the next coach and mentor
 
Having worked for over twenty-five years with outstanding Sales Professionals across a wide range of industries, selling every conceivable product and service if you are serious in becoming an exceptional Sales Manager then read more of our blogs here we hope they help….

Leadership Skills and Qualities

09/02/2018 13:28:30

 
A great leader attracts great people and knows how develop their skills and potential to strengthen the business team. 
 
Effective skills of leadership need to be learned in the same way as any other core competency of successful business practice.
 
Leadership skills are vital if you have influence over business success, strategic direction and culture within your organisation.
 
What kind of leader are you?
 
Do you recognise the differences between Leadership and Management?
 
Your leadership character is something that is explored on the Leadership Skills course offered by MLP Training. Identifying your style and learning the essential skills of leadership is part of this one day programme designed to focus on you, your tasks, team and individual needs.
 
Knowing and developing your style of leadership will strengthen your role within your organisation.
 
This Leadership Skills course with MLP Training will allow you to explore what you and the people you lead are truly capable of and help you develop practical strategies to build upon your leadership character.
 
Learn how you can best respond to your organisation’s purpose and goals. Become the leader you are destined to be and discover your true leadership potential.
 
Why not join MLP Training at the Bolholt Country Park Hotel, Bury for the next Leadership Skills course 

Problem Solving Techniques made easy

24/01/2018 16:20:02

 
One of the most powerful techniques for problem solving is to focus on the Problem not the solution.
 
Let me explain.
 
The best way to get a good solution is to have lots of solutions to choose from. Unfortunately, many people bring you a single solution disguised as the problem.
 
They may say “My problem is I need a kettle.” Only one solution provide a kettle.
 
If they had said “My problem is that I need to boil water” we could have provided many solutions.
 
A Manager may say “My problem is I need More People” Only one solution get more people.
 
If the Manager had said “My problem is the people I have cannot do the work with Skills, Resources and Procedures we have
in place” We now have more options available to solve this problem.
 
I remember running a problem-solving course for a successful company in Hull. The Distribution Director ‘s opening statement was this “My problem is I need a new warehouse “ You can see this is not his problem, it’s what he believes to be his single solution.
 
We solved the problem by re-designing his warehouse, installing high lift, narrow-isle trucks and introducing stock rotation systems.
 
The result was a 42% increase in storage space, a 20% increase in efficiency and a saving of £2 million on the original solution of a new warehouse.
 
There are many steps to problem solving but the most important is to Clearly Identify the problem.
 
Next time a person comes to you with a problem, ask yourself has this person given me the problem or have they given me what they believe to be the solution.
 
Knowing how to solve problems and make good decisions is a master skill of top managers Gather Information - You will learn how to gather the correct information and distinguish between fact and opinion.
 
Define the Cause - Problems are like icebergs - we often only see what’s on the surface. You will discover how to get to the root cause of the problem

Create Options - You will generate a wide variety of innovative ways for you to develop stronger solutions.

Develop Selection Criteria - During this programme you will be learn how to test your ideas against clear decision criteria.

Make the Decision - We will help you decide what to do, how to do it, when to do it, who will do it and when it will be completed.

The importance of Monitoring - What gets monitored gets done.

When to Celebrate - At the end of this one-day course you will have clearly defined the barriers to success in your organisation, explored solutions and developed an action plan for continuous improvement.

Click For more information on Problem Solving

Are you in tune with motivation?

17/01/2018 12:22:50

Is there a winning formula to motivate a sales team - Mike Le Put explains
  

I’m often asked what the winning formula is for motivating a sales team and helping them achieve their targets. Many sales managers mistakenly believe it’s all down to raw sales talent, but an innate ability to sell proverbial coals to Newcastle is rare.

However, there is a winning formula for sales success and it is: M = R x E (Motivation = Reward x Expectation).

To explain how this formula works in practice, we need to examine the shortcomings of a traditional carrot and stick approach to motivation.

Let’s imagine that it’s the office Christmas party and there is a piano in the room. The boss decides that it would liven up the party if someone were to play a few tunes and offers a bottle of wine as an incentive. Yet, no-one volunteers to tickle the ivories despite the potential reward.

As a result, the boss threatens to end the party if no-one volunteers to play the piano but still the piano stool remains unoccupied. Why? Because the boss has failed to ask a very important question – does anyone at the party actually know how to play the piano?

The same principles apply to motivating and rewarding sales teams. Most companies offer their salespeople some form of incentive to meet their targets and assume that the offer of a reward alone is enough to motivate each salesperson.

Often the ‘carrot’ of a reward is balanced by the ‘stick’ of a consequence if targets are not met, which can range from being publicly named and shamed for under performance in sales meetings to facing disciplinary procedures.

This black and white approach to reward or punishment fails to consider an important element of motivation - expectation. Put simply, no matter how attractive the reward may be, if the salesperson has no expectation of achieving it because the target is too high or in some other way un-achievable it will not motivate them to sell more. In fact, it may do just the opposite.

To counter this anti-motivation issue with carrot and stick reward structures, companies must nurture a no blame culture that enables sales people to communicate openly the hurdles that are preventing them from achieving their targets and access the help they need to overcome these. This should be a two-way process, with sales managers also taking the initiative to help members of their team that are struggling to meet their targets rather than berating them for under performance.

To go back to the piano at the party, if the boss had just asked the team whether they could play the piano before offering a reward or threatening a punishment he would have seen that the reward alone would not motivate anyone to volunteer. Musical ability, like sales talent, needs to be developed, which takes both coaching and practice.

By Mike Le Put, Director, MLP Training.

Our three points for Leadership in 2018

13/01/2018 18:19:52

Want to develop your Leadership and Management skills? Then consider our three key points for successful leadership.

Firstly, it’s crucial to appreciate each and every role that comes within your scope of management. To use a wrist watch as an analogy, it doesn’t matter whether you are the second hand or a small cog hidden within the casing. If one component of the watch doesn’t work the entire watch is broken. It is therefore your responsibility as somebody in a position of leadership to continuously inspire and motivate those working around you to reach shared goals. Taking this a step further, it is important for every member of the team to feel not just appreciated but truly valued. The realisation of the importance and appreciation of their role will develop a greater sense of responsibility to produce quality. This will lead to greater cohesion and communication within the team. Once each role is understood then each member knows what can and cannot be asked of them. Then together the team can strive to get the most from each role. This communication and transparency allows company goals and values to become the ones which the individual shares and upholds. Moving forward together under your leadership and direction.

Secondly, it’s all about trust. Trust and respect will be easier to ascertain and develop once they know that you appreciate, value their work and efforts. Trust in their methods when the results are on track but more importantly trust that when they offer constructive criticism or advice that they have the experience and expertise to back it up. This demonstrates confidence in your own ability, trust in their advice and flexibility to adapt for the better. Sometimes you have to step back to move forward. It’s all too easy to be drawn into every aspect of the company, it’s a mistake many passionate and hardworking managers make. This must always be done carefully and with respect to those around you. This often leads to micro-management and an overbearing boss can stifle progress. This includes occupations you’ve held previously, times and procedures change and it’s up to you to respect and adapt to the new processes. If you want your team to develop and grow you must have faith in their ability, respect their methods and access the results. This process of stepping back and trust will allow a team mentality and a sense of unity to develop.

Finally, catch them with compliments. Creating a positive work environment promotes camaraderie. This develops a team mentality that you aren’t working because you have to but because you want to. Through this process you can start to introduce peer to peer mentoring and assessment. This allows expertise to be shared and mitigates loss of skill. This system of learning from the past enables you to be better prepared for the future. This is important because building the confidence within your team culminates in a conducive work environment where ideas can flourish. A good leader inspires confidence but more importantly listens to the concerns and ideas around them. This reiterates the point that they are valued and gives them the confidence to assist in the direction and targets of the team as a whole. Criticism is never easy to hear but when it’s constructive and necessary you take another step to becoming a better team player. When you trust in and praise the hard work of those around you appreciate their role and their efforts, bringing the three key points together: you will be a leader.

If this short article has interested you why not check out some of our training courses at www.mlptraining.co.uk


 

In Sales? Looking to Smash your Target

10/01/2018 12:16:42

 
Having worked for over twenty five years with outstanding Sales Professionals across a wide range of industries, selling every conceivable product and service I would like to ask you…
 
Would you like to:
 
• Increase your sales and profits
• Become an outstanding Sales Professional
• Open more doors
• Close more Sales
• Grow your Customer Base
• Increase your Earnings

Here are my 5 top tips to help YOU develop your sales skills

1. Really sell yourself - people buy from people
2. Develop your listening skills – listen more and speak less
3. Understand the psychology of selling
4. Tighten up your objection handling
5. Make sure you are following up your leads - this is so important
NOW if you want to, Find new business! Close more deals! Make higher value sales!
 
Take action…. Be proactive….

Find out about today about a 2 Day Successful Selling Skills Course in Bury Manchester

Don't just take my word for it, these are quotes from previous delegates who have attended the 2-day Sales Training Course in Bury Manchester.

“Very insightful and great for all levels of Sales Experience. By far the best training session I've attended, Nicola Hatton Midland HR

"Very Interesting and informative as always. Learnt a lot & many things I will put into practice which, I am sure will make a huge difference to my success in the future. Andy Widdowson. Mosca Direct

"Thank you for looking after the new staff last week. They thoroughly enjoyed the training with you. I've already seen a big difference in their attitude towards sales and tough challenges. They've come back with new ideas, energy and new confidence. You're a genius!" Duncan Ross, AVA

" Extremely useful knowledge. I have so many take-aways that will stick with me for years to come. Nicole Brisebois. LDM Global.

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