Sharon Drew Morgen

Finding A Prospect vs. Creating A Prospect

You place a call to get through to the decision maker.
You call to find someone who needs your product or service.
You try to get an appointment.
You analyze names to prospect based on demographics, company size, job title.

You’re Playing A Numbers Game

You’re trying to find those 10 leads out of 100 that will even consider a conversation in which you can possibly place your solution – and then you’ll close 5 of them if you’re lucky. But a prospect is someone who WILL buy, not someone who SHOULD buy. Unless a buyer is

  • sitting and waiting for your call,
  • seeking an external provider AND need one at that exact moment,
  • already convinced that none of their vendors or colleagues can manage the problem for them,

they will ignore or reject your outreach. You’re seeking a prospect who needs YOUR solution NOW. But what if they are buyers? What if you merely need to help them take the right steps that enable them to buy?

When you’re just calling to ‘get your foot in the door’ or get someone to talk so you can ‘ask a few questions’, or just to ‘educate’ or make an appointment, the only people who will respond are those already seeking a different solution than the one they’ve got in place now – the low hanging fruit. And off you go, merrily trying to convince, manipulate, or influence, finding the best way to get your solution sold. Yet by the time they’ve taken your call, you’re already in a competitive situation.

Those Who Won’t Speak To You Need You

But what about all of the others – the 90%+ who won’t speak to you? Do they not need your solution? Of course they do. But your approach precludes them buying anything. Those who are not speaking with you

  1. don’t want an appointment, or see the need for an appointment, or see the need to do anything different (regardless of whether they have a need or not);
  2. may have a recognized need but are getting push back from other stakeholders and don’t know how to manage whatever issues would face change once a different solution is brought in;
  3. may have a need but have not yet decided to use an external resource rather than a known vendor;
  4. have buying patterns different from your selling patterns and don’t like your approach even though they like/need your solution.

By focusing on finding a prospect who will hear you discuss your solution, willing to spend time to see you, or is willing to offer you data about their status quo, you are eliminating over 90% of those folks who could buy from you (regardless of whether you are selling a service or a product). And keeping yourself in a competitive situation.

People buy something when they cannot resolve a business problem AND they have gotten appropriate buy-in from those folks and departments who will be involved with a new solution (stakeholders – usually unknown to sellers) AND whose buying patterns match a seller’s selling patterns (Remember telemarketing? Their solutions were fine – it was their selling patterns that were problematic.).

People do not buy because you’ve got a great solution or a shining personality. The last thing buyers need is a new solution. They merely want a well-functioning system (culture, company, group). Buyers must have answers to these questions before they can consider bringing in a new solution (regardless of their need, the efficacy of your solution, or your delightful approach):

  • How will folks know that bringing in something new could add to what they are already doing and offer minimal disruption?
  • How can buyers be assured that a new solution will work with their current solution in a way that will cause minimal change management issues?
  • What sort of change issues would come up when your solution is implemented, and how does that effect the group, the company, the stability of the company policies and relationships?
  • How do buyers go about ensuring that everyone who must be on the Buying Decision Team (everyone – even those not obvious) is on board and able to add their 2cents to the discussion?

Needs Aren’t Defined Until All Stakeholders Define Them

Buyers must know the answers to these questions. Their decision to purchase goes well beyond what you might consider a ‘need:’ They need to manage these Pre-Sales problems with you or without you, and the sales model – a solution placement model – does not offer the real consulting expertise that addresses this. And the time it takes them to accomplish this is the length of the sales cycle.

When you first speak with a receptionist or a manager, they have no idea what the full extent of, or how to manage, these internal change and buy-in issues. Nor can they understand the parameters of their need: a the need can’t be defined until all relevant stakeholders define it.

To get in earlier, to become a real Trusted Advisor, to help buyers facilitate all of their necessary Pre Sales buy-in/change management issues and help them down the path that leads to purchasing your solution, add a new job to your sales activity: help buyers recognize and manage all of the internal issues they must address. Because until or unless they do, they will take no action to do anything different.

I’ve developed a model called Buying Facilitation® that works with the sales model to first find the exact right prospects and facilitate their Pre-Sales activities on your first call. Instead of seeking the low-hanging fruit – trying to find prospects at the moment they are ready or think they have defined their need – start off by helping prospects determine what excellence will look like and how to get their entire Buying Decision Team assembled. Remember: they won’t even understand the full extent of their needs until they do. So help them. It’s not about needs. It’s not about your solution. It’s about finding the prospects who WILL buy, rather than those you think SHOULD buy.


About the Author

Sharon Drew Morgen is a visionary, original thinker, and thought leader in change management and decision facilitation. She works as a coach, trainer, speaker, and consultant, and has authored 9 books including the NYTimes Business BestsellerSelling with Integrity. Morgen developed the Buying Facilitation® method (www.sharondrewmorgen.com) in 1985 to facilitate change decisions, notably to help buyers buy and help leaders and coaches affect permanent change. Her newest book What? www.didihearyou.com explains how to close the gap between what’s said and what’s heard. She can be reached at [email protected]

StrategyDriven Welcomes Mike Purcell

Mike Purcell Joins StrategyDriven Power & Utilities Advisory Services Practice

StrategyDriven is proud to welcome Mike Purcell as a StrategyDriven Advisory Services Senior Advisor. A highly experienced nuclear power consultant, Mike joins StrategyDriven’s Power & Utilities Advisory Services practice.
 

“We are thrilled to have Mike join our StrategyDriven Advisor Services Team,” said Nathan Ives, StrategyDriven Advisory Services Practice Leader. “Increasing demand for clean, affordable electricity combined with an aging infrastructure, retiring workers, growing regulations, rising capital costs, and intensifying budget pressures challenge utility executives and managers now more than ever. We are fortunate to have an industry professional of Mike’s caliber to help our Power & Utility clients meet these challenges. His hands-on knowledge and experience in performance improvement, regulatory inspection readiness, license renewals, and power uprates will be a great asset to our team”

Mike Purcell Joins StrategyDriven Power & Utilities Advisory Services PracticeFor decades, Mike has served in senior leadership roles within the Power & Utilities Industry. His experience includes within the nuclear oversight, quality assurance, engineering, licensing, performance benchmarking and improvement, training, leadership development, and change management functions. Mike also possesses extensive regulatory and licensing experience including inspection readiness activities for U.S. Nuclear Regulatory Commission (NRC) IP95001, 95002, and 95003 inspections, baseline inspections, license amendments, fire protection program inspections and implementation, license renewals, and extended power uprate activities.

Prior to becoming a management consultant, Mike held numerous influential positions at the Tennessee Valley Authority (TVA), leading nuclear oversight, engineering, and training functions as well as performance improvement initiatives including:

  • Senior Manager, Nuclear Oversight – responsible for performance of the quality control and quality assurance functions and providing oversight of day-to-day plant activities important to nuclear station safety and security
  • Senior Fleet Licensing Manager – led a diverse and geographically distributed team of licensing professionals responsible for all licensing activities associated with TVA’s fleet of six nuclear reactors
  • Senior Manager, Training and Development – successfully integrated the training and development functions across TVA into a single high-performing organization providing pipeline and continuing technical training programs; supervisory, employee, and leadership development; regulatory / compliance training; and organizational effectiveness / culture change programs and initiatives
  • Nuclear Plant Organizational Effectiveness Assessments – participated on teams of highly experienced utility professionals in the performance evaluation of four nuclear plants in the area of organizational effectiveness and safety culture
  • Regulatory Assistance / Recovery Initiatives – Supported multiple Mock NRC Inspection Assessments using NRC Supplemental Inspection Manual Chapters 95001, 95002, and 95003
  • Performance Improvement through Employee Engagement Initiatives – Led employee engagement/process & performance improvement initiatives at the Sequoyah and Watts Bar Nuclear plants in order to identify solutions to close the $30 million gap in operations and maintenance (O&M) costs and increase generation

Mike further shaped the Nuclear Industry’s performance through his involvement with industry groups including:

  • INPO Organizational Effectiveness Industry Peer and New Nuclear Oversight Manager course mentor
  • Electric Power Research Institute (EPRI) and EUCG Peer Advisor

Mike holds a Bachelor of Science degree in Mechanical Engineering from Tennessee Technical University and a Master of Business Administration from the University of Tennessee at Chattanooga. He is a licensed as a Professional Engineer by the State of Tennessee.

Click here to read Mike’s complete biography. Mike can be contacted at [email protected].

StrategyDriven Tools for Professionals Article

Free Tech Tools for the Digital Economy

StrategyDriven Tools for Professionals ArticleWhether you are a veteran of technological sophistication, just beginning one’s career in IT or technical communication, or even a novice player in the digital economy, there are many free technologies that can be used to complement, enhance, and simplify one’s technical tasks, business processes, documentation, as well as enrich and restructure workflows. These free tech tools can be directly applied in a work role or used simply to build one’s creative and technical skills. Furthermore, as technical, analytical, and even customer service work roles become more competitive, the catch-22 for those just entering the workforce is: no one will hire an individual without experience, but one cannot gain experience if no one will hire her or him. While having the right education is an essential asset in today’s cutthroat job market, it can become difficult to obtain a position without experience using various applications and technologies that enhance and amplify one’s resume. However, by just tinkering with some free technologies, one can add to her or his resume new technical skills and experience, and put one just a step above the rest in the competition for a position. More applicably, using these technologies will develop one’s technological skills, methodological knowledge, and subject matter experience, which is an asset to one’s career. Put these four technologies in your tech toolbox.


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About the Author

Jessica Lynn CampbellJessica Lynn Campbell is Marketing Coordinator for EnableSoft, the company that creates Robotic Process Automation technologies. She has a Master’s in English-Technical Communication and a Bachelor’s in Psychology. Jessica is an expert and experienced technical communicator, author, and multi-media manager having been published on multiple media platforms including print and online. She is skilled in APA, MLA, Chicago, and Bluebook citation styles. EnableSoft creates and develops the leading Robotic Process Automation technology, Foxtrot. Having more than 20 years of experience advancing and innovating Foxtrot, over 500 organizations have adopted EnableSoft’s Robotic Process Automation technology in order to increase their efficiency, productivity, profitability, and human-capital. Jessica can be reached at [email protected].

StrategyDriven Professional Development Article

Professional Development – The StrategyDriven Professional is Always Employable

Always employableEconomic downturns worry employees at all levels of the organization. Whether an executive, manager, or individual contributor, marketplace uncertainty brings employment risk. As businesses retrench to protect precious resources while maintaining quality and productivity, every organization member is asked to do more with less, to work harder and longer than before. Consequently, frustrations run high and job satisfaction low. Yet these same professionals cling to their positions out of the fear of the unknown because it appears to them that, in the depressed market, no one is hiring.


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Additional Information

Information on how to develop and maintain a complete LinkedIn profile, as well as its benefits, are further discussed in the following StrategyDriven articles:


Nathan Ives, StrategyDriven Principal is a StrategyDriven Principal, and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.

Laura MacLeod

Conflict Resolution in the Workplace

Employee conflict is unavoidable in any office environment, this is a fact. Even the most functional of teams will sometimes disagree or experience infighting, which can be difficult to manage.

Example: Hotel Housekeeping Staff Managers are approaching employees on their lunch break to assign tasks, discuss changes and give directions. Workers object to this (“Lunch is my time, I’m off the clock”). Some workers are shouting at managers, threatening to call the union, or altogether ignoring them. Others are listening and taking direction. Managers are frustrated, angry and sometimes shouting back. There is conflict among workers (those who object versus those who don’t) and between workers and managers. You are the director of housekeeping and need to manage this conflict.

Steps to follow to sort out conflict:


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About the Author

Laura MacLeodLaura MacLeod created From The Inside Out Project® with all levels of employment in mind to assist in maintaining a harmonious workplace. Laura teaches conflict resolution, problem solving and listening skills using an innovative method that addresses the human interactive challenges.

For more information on Laura Macleod and her techniques please visit FromtheInsideOutProject.com. To learn more, feel free to email Eliza Osborn at [email protected] or call +1 (877) 841-7244.