5 Solution Selling Best Practices to Consistently Hit Your Quota

solution selling best practices for growth

Solution Selling Best Practices Help When Sales Are Slipping
Too many sales leaders and managers sense a lack of enthusiasm (or downright complacency) in their sales force.  They are not sure they are following solution selling best practices.  They question if they have the right level of sales talent, commitment, conviction and engagement to meet ever-increasing growth targets.

Do you and your sales team need a boost in clarity, confidence and performance?

Five Solution Selling Best Practices
Take a look at the following business sales best practices that can help to improve sales performance. Be honest in your assessment of what’s going right or wrong so you can apply the right amount of performance pressure in the right way to get the right results.

1.  Hire and Retain the Right Sales People
The general solution selling best practices advice is to hire slowly and fire quickly. This means not settling for hiring less than your ideal salesperson. If you want to thrive, patience with talent really pays off.

If you hire a substandard sales rep, not only will they not produce as you need, but they will also drag down the morale and performance standards of the rest of the team. To retain your hard-working motivated sales reps, you need to monitor everyone’s ability, hold them accountable to the expectations you have set, and move non-producers elsewhere.

2.  Be Clear on Your Unique Sales Proposition (USP)
What is it that makes your solution better, faster or cheaper from others in your marketplace in the eyes of your target buyers? Know what sets your company apart and ensure that everyone, from accounting to sales and service, can articulate the definition of your ideal target client and what specifically distinguishes you from your competition.

3.  Provide Helpful Tools and Ongoing Learning Opportunities
Don’t let your sales team fall behind. Keep them engaged and continuously improving with individual development plans that give them relevant, immediately useful, proven ways to get better results day-by-day.

And don’t be stingy with the technology, processes, practices and tools they need to succeed.  You will know you are on the right track when they believe they have the necessary sales skills, knowledge and resources to be successful.

4.  Establish a Measurable Sales Process
When you have a common sales methodology and language, you can keep track of what’s working and what’s not. If, for example, you find you are losing sales to the competition before you even have a chance to propose a solution, step back and ask some questions.

  • Are you targeting the right customers?
  • Do your sales reps know how to identify what matters most to their prospects?
  • Can they articulate how your solutions link to their customer’s most pressing goals and objectives?
  • Do they understand how to add value and build a trusting relationship?

5.  Reward Sales Success
All of us, but those in sales especially, like to be recognized and rewarded for reaching goals. Find a meaningful and fair way to recognize sales reps’ achievements. Sometimes it takes just simple, public recognition. Other times a differentiated bonus or special perk may keep a rep’s energy and enthusiasm high.

The Bottom Line
If your sales results are disappointing, it is up to you to do all you can to reverse the downward trend. With the right people and a proven plan, you can set your sales team back on the path to success.

Want to learn more solution selling best practices?  Download 30 Sales Questions More Important than Budget

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Bob Ward
Director of HR

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

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AKQA

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Director Human Resources

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

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Senior Manager, HR Destiny Sales Region

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Vice President, Worldwide Human Resources

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Phyllis Moracco
HR Director

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

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Chief People Officer

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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Vice President, Human Resources

Hyperion

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

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Learning & Development

ebay

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Terri Wright-Scheer
Vice President Human Resources

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

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