Risk Management

Go ahead and take in the sellers of those who associated "DNA code" (see the ingredient "Personnel"). Ingredient # 4 – Art sales: the set of competencies seller to establish a relationship with customers or representatives of companies to help solve their challenges through the purchase of goods and / or services. Art does not help if a weak product and marketing. Ingredient # 5 – Infrastructure and business processes. Clutter in your division, then build the interaction with adjacent.

This process is beyond the competence of the chief merchant, and requires the support of higher leadership. Ingredient # 6 – Planning and control. Easier to organize, when the established order in the ingredients 1-5. Posed plans to provide resources. Supervise the process of selling and marketingv in crm + 20% efficiency.

Ingredient # 7 – Risk Management. In the project sales apply project management pmbok. In our market – focus – risks. Ingredient # 8 – Personality chief merchant. He – the leader, he – a professional, he is – the main driver of sales. It is important to choose the right merchant. But does not require him to return as the owner. Do not forget – your Commerce – a mercenary. Ingredient # 9 – Personnel. Accepted by the Seller and a corresponding "code of dna." Love – is the answer. Ingredient # 10 – Competencies. Develop a competency model. Be prepared to invest in staff to increase their market value. Ingredient # 11 – Motivation. Your motto is: work with pleasure and drive! Understand and work with individual motivators of your employees. Decomposes the company's goals to the goals of your staff. For dessert – Intuition. When intuition works – you're in luck. But insure the system, if intuition decides' to go into Holiday 'or' pin 'on you. Thus, the system is needed. Here are the steps for its creation: The first step to change – honesty. The second step – the political will. Be prepared to go through. Half-measures will not work. The third step – competence. Know your weaknesses and hire the right people. The fourth step – the team. Need a team of associates to your project. The fifth step – performing discipline, control and ongoing audit of the system on its compliance with market demands and new challenges of reality. If you want to make a difference in sales for the better – today – sostavte plan for such changes.

CRM Systems

Because these instructions are executed vocal minority faster and better rest of the staff through the use of CRM-system, the remaining employees will feel insecure in the rightness of his position. Gradually, other employees will be considered reasonable and persuasive attitude of active minority of CRM-system. As a result, the minority opinion earned the respect of other employees, the resistance of the system will gradually fade. Thus, the minority staff significant effect on the other for management. In order for this to become may note in conclusion, four main determining factors: the persistence and completeness of staff with a system of staff without the emphasis on personal interest Creativity and originality Ideas staff employee's performance with regard to the requirements of today (technology accelerates the process) Editor's note: The ideas expressed in this article are really very interesting. As demonstrated by my own practice, companies often have a situation of "one head", ie staff alone possesses some secret knowledge. You may want to visit Dermot McCormack to increase your knowledge. Such staff and occur completely opaque or administrative procedures or information flows – reasons there may be several.

However, it is important that, regardless of their qualifications and seniority, such employees are trying all means to maintain its relevance and indispensability to the company. It is obvious that the establishment of working procedures and rules for handling information in conjunction with its single corporate repository for such employees is akin to suicide. Indeed, one may find that the problem under solution which created a whole department, can be successfully dealt with the system at all without the involvement of staff! in CRM-projects, such employees will be most actively resist the system, and in general can become aggressive minority do something about what to tell in the article, but with diametrically opposed goals. The task of leadership in this case is to maintain the endurance and faith in the CRM-project, as well as in the active suppression of sabotage or other type of negative activities of such employees up to their dismissal. Moreover, this problem must be solved is the company's management, no other way to influence does not exist. If, moreover, representatives of the company themselves cautiously looking at its possible future – then, of course, CRM-project will be doomed. But you do not see?