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Why Small- and Medium-Sized Businesses Should
As the owner or an employee of a small- to medium-sized business, you might have never thought about media monitoring. Maybe you are not even sure what exactly is meant by this and have thus ignored it so far. But you should take some time to get...
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How to know when you're on a winner
How to know when you're on a winner with sales managemnt changes The catchword today for business is flexibility. With changes in suppliers, customers, and the processes connecting them altering almost daily (or so it seems) the future clearly...
Management Consultants, Creativity, Innovation
Most firms have intelligent, capable, knowledgeable managers who are very good at day-to-day problem solving. So why do they need management consultants? There are occasions when consultants bring in specialist competencies, but if that is not the...
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Master Card Visa Merchant Account Options
Are you familiar with the many types of MasterCard / Visa
merchant account options that are available for small business
owners? You may be eligible to apply for a merchant account from
a bank or other lender who will underwrite your account...
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How to Select Sales People More Effectively
If you’re looking for good salespeople, and particularly if you’re trying to qualify candidates by phone, there’s an emotional intelligence protocol you can use to better qualify them and save yourself time and money.
There’s been a lot of research on what makes people successful at sales. Sales success is related to EQ competencies more clearly than many professions, and almost directly related to optimism, which makes this a slam-dunk for you.
For example, sales agents at L’Oreal selected on the basis of certain emotional competencies significantly outsold salespeople selected by the company’s former selection procedure.
On an annual basis, salespeople selected on the basis of EQ sold $91,370 more than other salespeople did, for a net revenue increase of $2,558,360. Salespeople selected on the basis of emotional competence also had 63% less turnover during the first year than those selected in the typical way (Spencer & Spencer, 1993; Spencer, McClelland, & Kelner, 1997).
There’s also a very impressive study done by Met Life, which was having trouble in the selection process and losing a lot of money in training. New salesmen who scored high on a test of one particular EQ competency sold 37% more life insurance in their first two years than those low in this competency
(Seligman, 1990).
EQ relates to retention, as well. Sales reps at a computer company hired on their EQ were 90% more likely to finish their training, and sales people at a national furniture retailer hired based on emotional intelligence had half the dropout rate during their first year. (Hay/McBer Research and Innovation Group, 1997). [Source: www.eiconsortium.org]
Requiring candidates to take an online EQ assessment and having an EQ coach interpret results for you would give you valuable information. Credentials, work history and references are only part of the story, and, as you probably know, the lesser part.
For your professional development, and the success of your company, I would suggest working with a certified Emotional Intelligence coach on the selection procedure. Include the coach on your teleconference calls, then process applicants afterwards, going over the EQ assessment, and it will jumpstart your proficiency in this area. Coaches are particularly used to phone work.
About the Author
©Susan Dunn, MA Clinical Psychology, The EQ Coach, http://www.susandunn.cc. “Don’t Disappoint Her Again™ EQ training for men. Coaching for all your needs, business and personal. EQ coach training and certification, www.eqcoach.net. Mailto:sdunn@susandunn.cc for free ezines.
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