Menu: Case Studies
| Creating a sustainable selling culture |
| Sales force profiling |
| Sell yourself & earn what you're worth |
| Managers lead culture shift |
| Science into sales |
| Green field start-up |
Testimonials
Val Dani, Group General Manager Dome Garden Supplies
We began working with Barrett midyear 2009. Our Sales Team was in need of a makeover as our business had grown from Small Business to SME in a very short time. We desperately needed skilled, organized and proactive sales reps to sustain the growth and maintain our position in the market place. For a period of 6 months, Sue Barett became our surrogate Sales Manager and held ...read more
"The important thing is this: To be able at any moment to sacrifice what we are for what we could become"
Charles DuBois
Charles DuBois
"I have always been an 'order taker' when it came to sales. I have found that the program has got me asking more meaningful and high powered questions."
Relationship Manager, ANZ
Relationship Manager, ANZ
Green field start-up |
| Print | |
|
"Barrett worked in partnership with me to develop an end-to-end model for a new innovative sales team. Their approach was unique in that they worked in partnership with us across recruitment, training, needs analysis, pitch planning, and the end delivery. The team at Barrett are a great team to work with and add huge value to any sales process." - Manager, major Australian Bank
Understanding of their needs The organisation wanted to find a new 'breed' of sales person to support the new specialist division being formed. They wanted to find elite sales performers rather than 'bankers'. This was crucial as they needed to have highly developed consultative sales skills and learn about the products and services quickly. They wanted the recruits to hit the ground running and achieve sales results as soon as possible. Our recommendation The project involved an end-to-end solution to create a new team. It began with an evaluation and formulation of the new role competencies based on the organisation strategy. Job design was used to create a role profile and customise the Recruitment Kit. The Recruitment Kit included selection matrix, behavioural interview questions, relevant Assessments, role plays and screening templates. We consulted with management to recommend industries to find candidates, designed a sales induction process, monitored progress and mapped sales metrics. Once these were in place, we ran the Sales Training induction session with the 30 new team members and 3 managers. The induction involved individual training in the areas of planning, prospecting, communication selling skills and client meetings. Leaders training was also run with the 3 managers so that they could support their team after the initial induction session. Outcomes The key outcomes of the project were:
|
